On The Front Lines of Workplace LawSM
- 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.
On August 29, 2016, the Equal Employment Opportunity Commission (EEOC) released its Enforcement Guidance on Retaliation and Related Issues. The document is a helpful tool for employers when navigating the often-treacherous retaliation road, and will be used by agency investigators, plaintiffs’ attorneys, and courts as a guidepost when examining employer actions. Here are 10 things you need to know about the guidance in order to stay up to speed.
The materials on this page have been generated from FP attorneys and other reliable sources to inform and address the rising concerns of employers regarding the USDOL's new rules on overtime pay.
The final rule and guidance implementing the Fair Pay and Safe Workplaces Executive Order remain almost as burdensome and problematic as they were when originally proposed.
The federal SEC has issued six-figure fines to two different employers in the past several weeks, claiming that each crafted restrictive severance agreements that violated agency rules.
Today, a federal judge in Texas barred the federal order which required schools to allow transgender students to use bathrooms, locker rooms, and other facilities according to their gender identity.
The NLRB ruled by a 3-1 margin today that university students who work as teaching and research assistants at private universities are “statutory employees” under the NLRA and can organize to form unions.