On The Front Lines of Workplace LawTM
- Fisher Phillips. WHEN YOU HAVE TO DRAW A LINE IN THE SAND.
Employers often must take a stand: in court, with employees and unions, with competitors. Fisher Phillips has the experience and resolve to back you up. That’s why some of the savviest employers come to us to handle their toughest cases.
- Fisher Phillips. WHEN YOU HAVE TO PROTECT YOUR BOTTOM LINE.
Sometimes employers must send a powerful message, and the right messenger can make all the difference. Fisher Phillips has the experience and credibility to make your message clear. That’s why some of the savviest employers come to us to handle their toughest negotiations.
- Fisher Phillips. BECAUSE SOMEONE ALWAYS CROSSES THE LINE.
Whether it’s misconduct by a current employee or unfair competition from a former employee, someone is always crossing the line. Fisher Phillips has the experience and judgment to help you determine the right response. That’s why some of the savviest employers come to us with their toughest employee problems.
- Fisher Phillips. WHEN EVERYTHING IS ON THE (PICKET) LINE.
Union relations and union organizing campaigns can present the most profound challenges for your business. Fisher Phillips has the experience and tenacity to help you get the results you need. That’s why some of the savviest employers come to us to handle their toughest union issues.
Federal enforcement officials are amplifying their efforts to crack down on undocumented workers and the businesses that employ them, as Immigrations and Customs Enforcement (ICE) officials have raided over 120 businesses in just the past five days.
A unanimous block of attorneys general from all 50 states and the District of Columbia, not to mention several U.S. territories, sent a letter to Congress yesterday asking federal lawmakers to prohibit the use of mandatory arbitration agreements when it comes to claims of sexual harassment.
The law firm Fisher Phillips announced today that Seattle law firm Michael & Alexander PLLC has merged with the national labor and employment firm.
The City Council in Kansas City, Missouri just passed an extension of its 2013 public sector “ban the box” rule, which will soon be extended to apply to private sector employers.
What do all gig economy companies (and other businesses using a freelance or independent contractor model) need to know about today’s historic ruling in the Lawson v. Grubhub trial? Here are the three key takeaways from the ruling.
New York City employers will soon be required to expand existing protections against sexual orientation and gender discrimination due to an amendment to the definitions of these terms under the New York City Human Rights Law (“NYCHRL”). The broadened definitions take effect on May 10, 2018.
- Feb. 20 - March 2, 2018