|June 17, 2019 | www.fisherphillips.com|
Is arbitration even worth it anymore? In the recent past, most employers would have said “yes” without a second thought. Curiously, however, some of the Nation’s most prominent companies have recently been moving away from this practice and ending mandatory arbitration policies that had been in place for over a decade—begging the question of “why now?” Based on this sudden change, it’s important to make sure you understand the reasons behind this trend, the pros and cons of arbitration itself, and the upcoming potential changes in the legal landscape to look out for.
An increasingly common series of questions employers have been asking of late relate to their employees’ use of CBD. Will use of CBD products impair employees? If an employee or applicant tests positive on a drug test and blames seemingly innocuous use of CBD, what should we do? Should it be permissible to allow use of CBD products in a zero-tolerance workplace?
Workplace technology has been ever-changing in the past few decades: from desktop computers, to mobile phones, to laptop computers, to smart phones. Now, smart watches are capable of receiving text messages and phone calls, tracking sleep, tracking daily fitness activity and more (cue “Black Mirror” montage). What does it mean for employees’ privacy when the technology is advancing at such an astronomical rate?
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 have been an unprecedented number of changes for the past few years—and this past month was no exception.