Just as Indiana is marking 10 years since the passage of its “right-to-work” law, more Hoosiers are opting to join unions, and a Starbucks in Clarksville recently became the first in the coffeehouse chain to unionize in the Hoosier State.
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Separate analytical reports from the law firms of Carlton Fields and Seyfarth Shaw both found work-related issues are continuing to convince employees to take their bosses to court. As a result, class action defense spending is anticipated to keep accelerating after crossing the $3 billion threshold for the first time in 2021.
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Attorneys representing employers and employees alike have seen swells and lulls in incoming calls concerned about COVID-19 vaccination requirements.
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Proposed changes to the country’s tipped employee regulations have caused a stir among some states and worker advocates, prompting a temporary halt of further movement from the U.S. Department of Labor.
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In a dispute about the pressure that organized labor can exert during a strike, the Supreme Court ruled Thursday against unionized drivers who walked off the job with their trucks full of wet concrete.
The U.S. Supreme Court ruled Wednesday that an energy company employee who earned more than $200,000 a year still qualified for overtime pay under a New Deal-era federal law meant to protect blue-collar workers.
Starbucks on Monday asked the National Labor Relations Board to temporarily suspend all union elections at its U.S. stores, citing allegations from a board employee that regional NLRB officials improperly coordinated with union organizers.
Two nurses who worked at Hendricks Regional Health claim they were required to change into scrubs in locker rooms and travel to their work areas before they could punch in for their shifts, resulting in chronic underpayment.
A former Forest River employee will get a second chance to make his claim that the recreational vehicle maker constructively discharged him by refusing to address age-based harassment after a split 7th Circuit Court of Appeals revived the case and sent it back to the Northern Indiana District Court. However, one judge dissented, asserting, “there was not enough ‘constructive’ in the plaintiff’s constructive discharge claim.”
The Biden administration has sided against the airline industry and urged the U.S. Supreme Court on Wednesday to uphold a California law that would provide more rest and meal breaks than airline crews are guaranteed under federal rules.
The Teamsters will continue to represent the workers at the US Brick operation in Mooresville after a split National Labor Relations Board denied a request for review of a decision and order that found the successor bar doctrine blocked a decertification vote.
An Indiana University Kelley School of Business professor didn’t have his Title VII rights violated by his employer when the school didn’t provide him with an early promotion or when it paid one of his white colleagues more than him, the 7th Circuit Court of Appeals has ruled.
Small business owners often wear multiple hats for their companies. In many cases, “Mike” the owner is often “Mike” the employee, with little distinction between those two roles. However, when a dispute arises and “Mike” is squeezed out of the company, how do courts distinguish between Mike’s rights as an owner versus Mike’s rights as an employee?
Previous versions of HEA 1001 provided that any worker could be granted a religious exemption to a vaccine mandate without employers inquiring into the validity of the employees’ claims. Had that version of the bill passed through the General Assembly and been signed by Holcomb, Indiana employers would have clear marching orders when it came to religious exemptions from vaccine mandates. But that provision was hotly contested and, ultimately, removed from the version of the bill that is now law in Indiana. So the question remains: What should Indiana employers do when they receive a request for religious exemption from a COVID-19 vaccine mandate?
On March 3, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021, which will nullify forced arbitration clauses in sexual assault and sexual harassment cases. Following the #MeToo movement, many states have enacted legislation to limit the scope of claims covered in employment arbitration agreements, but the act is the first federal limitation.
Since FMLA leave is a legal entitlement for the employee and a corresponding legal obligation for the employer, that abstract concept implicates immediate questions: Who is responsible for telling whom about a need for leave? What do they need to say? When?
Businesses routinely use noncompete agreements to protect their most valuable assets, including trade secrets. However, noncompete agreements are increasingly under attack at both the state and federal level. This two-part series will first explain recent developments restricting the use of noncompetes, then Part II will focus on how that increased scrutiny on noncompete agreements may impact trade secret protection.
Two former employees of a commercial and aerospace manufacturing company were unable to convince the 7th Circuit Court of Appeals on Tuesday that they were subjected to a hostile work environment based on sexual and racial comments directed at them by other workers.
Mooresville brick makers unhappy with their union are asking the National Labor Relations Board to override the decision of the regional director and allow them to take a decertification vote.
Indiana’s unemployment rate continued to descend in January and hit a low that the state has not seen at least since America’s bicentennial.
Inflation soared over the past year at its highest rate in four decades, hammering America’s consumers, wiping out pay raises and reinforcing the Federal Reserve’s decision to begin raising borrowing rates across the economy.
America’s employers stepped up their hiring in October, adding a solid 531,000 jobs, the most since July and a sign that the recovery from the pandemic recession is overcoming a virus-induced slowdown.
A handful of laborers in northwest Indiana who want to oust their union are instead having to cool their heels because, their attorney says, the National Labor Relations Board is not following the new rule it finalized last year specifically meant to prevent delays in votes on union representation.
In March, the 7th Circuit ruled that members of the Chicago Police Department’s Special Weapons and Tactics Unit were not entitled to minimum wage or overtime compensation for off-duty time they spent storing their rifles and gear in their homes. The ruling provides clarification of preliminary and postliminary work activities and the “continuous workday rule” under the Fair Labor Standards Act.