Comparatively larger businesses across Connecticut and nationally have well-considered and comprehensive written policies spelled out in handbooks that address important work-related matters.
A definitive answer to the above-posed headline query in today’s blog post can be quickly supplied.
A collective reaching for the Advil.
Some areas of American law are comparatively accessible and easy to understand. Their subject matter does not spill forth from thousands of legal tomes and entail dense judicial opinions spanning virtually every aspect of human behavior and interaction.
In the last year, the #metoo movement has had a powerful impact on the employment landscape. Thousands of courageous sexual harassment victims around the country have come forward and spoken out against this pervasive problem. More than ever, society is sending a strong message that sexual harassment will have consequences.
U.S. Supreme Court Justice Ruth Bader Ginsburg clearly rues the final vote tally in a recent high-court ruling concerning workers’ collective actions in disputes featuring signed arbitration agreements.
Would-be employers generally want to know, and prospective employees interviewing for jobs generally want to remain tight-lipped on the details.
We note the broad universe of unfair trade practice on our website at the proven Connecticut business law firm of Shepherd, Finkelman, Miller & Shah, LLP. Our deep attorney team has collectively practiced extensively in that realm for many decades, representing diverse business and consumer clients in federal and state courts across the country.
On April 13, 2018, a putative class of employees filed a motion asking the Honorable Dale A. Drozd, of the U.S. District Court for the Eastern District of California, for preliminary approval of a proposed deal under which Roadrunner Intermodal Services LLC, Central Cal Transportation LLC, and Morgan Southern Inc. (collectively, "Defendants") will pay $9.2 million to settle claims against them alleging that they misclassified employees as independent contractors.
On April 17, 2018, National Labor Relations Board ("NLRB" or "Board") Administrative Law Judge, Amita Baman Tracy, ruled that the confidentiality provisions in Lowe's Home Center LLC's ("Lowe's") Code of Business Conduct and Ethics that prevent employees from discussing salary information are in violation of the National Labor Relations Act ("NLRA").