News & Analysis

Obscenities alone—even when viewed by an employer's customers—do not deprive employees engaged in protected concerted activity of the NLRA's protections.

The European Union Court of Justice has issued a landmark decision that will dramatically affect thousands of U.S. companies that transfer personal data from the EU to the United States.

Maine enacts legislation that restricts an employer's ability to demand information regarding an employee's or job applicant's social media account.

The world of Big Data has arrived, and it is beginning to affect employers and their decision-making in ways undreamed of even a few years ago.

Ban-the-box laws that apply to private-sector employers acting as vendors or having contracts with state or city governments are often inconsistent, posing difficulties for multi-jurisdiction employers.

The New Jersey Supreme Court has revisited a highly controversial finding that a trusted employee's act of stealing and using her employer's confidential personnel documents in furtherance of her discrimination lawsuit constituted protected activity.

Oregon recently took its password protection law to the next level by adding two categories of prohibited conduct not seen in any similar law to date.

On June 15, the Colorado Supreme Court provided good news to Colorado employers that prohibit employee marijuana use.

On May 19, 2015, Connecticut Governor Dannel P. Malloy signed into law a new statute restricting an employer’s ability to gain access to social media, e-mail and other personal online accounts of employees and job applicants.

On April 16, 2015, the New York City Council overwhelmingly passed a bill to make it unlawful for most