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.
To the relief of employers across the country, the Supreme Court today ruled in a 5-to-4 decision that class action waivers in employment arbitration agreements do not violate the National Labor Relations Act (NLRA) and are, in fact, enforceable under the Federal Arbitration Act (FAA).
New York City recently expanded its paid sick leave law to provide protected time off to employees who are the victims of domestic violence, sexual assault, stalking, or human trafficking and to broaden the definition of a covered family member.
In a rare procedural move that caught many by surprise, the National Labor Relations Board announced on Wednesday that it will soon start the rulemaking process to clarify the current joint employment standard.
The 9th Circuit Court of Appeals has lowered the bar when it comes to the type of evidence plaintiffs need to present in order to have their claims certified as a class action.
The Colorado Court of Appeals recently held that the Colorado Wage Claim Act does not categorically bar individual liability for unpaid wages, rejecting arguments that a 2003 Colorado Supreme Court decision precluded any and all such claims.
It’s hard to keep up with all the recent changes to labor and employment law. While the law always seems to evolve at a rapid pace, there were an unprecedented number of changes all through 2017.