The U.S. Supreme Court has held that a but-for causation standard applies to claims brought under 42 U.S.C. § 1981, and that this standard applies throughout the lifetime of the litigation, including the initial pleading stage.
On March 3, 2020, the U.S. Supreme Court held that federal law did not prevent states from using their identity theft statutes to prosecute criminal cases where defendants, undocumented immigrants, used stolen Social Security numbers to get jobs.
Littler’s Global Mobility and Immigration practice group assists employers as they face unprecedented business challenges, including an unpredictable economy. This article highlights several critical immigration-related developments that demand attention.
In a recent case under the Federal Railroad Safety Act, the Eighth Circuit reasserted that claimants must prove intentional discrimination in whistleblower retaliation cases subject to the AIR21 regulations.
A recent decision—concerning the wrongful dismissal claim of a contractor who worked for a business for 10 years before becoming an employee—considers key questions about the calculation of reasonable notice, when the employee later separates.
Recently, in Bank of Montreal v. Li, 2020 FCA 22, the Federal Court of Appeal upheld a lower court's decision that federally regulated employees can make a complaint for unjust dismissal despite signing a release and settlement agreement.
Oregon’s active 2019 legislative session has prompted the need for several policy and handbook updates for employers doing business in Oregon. This Insight provides an overview of the most notable recent employment law developments in Oregon.
The Seventh Circuit recently became the second federal appellate court to address whether notice of an FLSA collective action may be sent to individuals who allegedly entered into mutual arbitration agreements waiving their right to join the action.
The Workplace Safety and Insurance Appeals Tribunal issued a welcome decision for employers when it confirmed that the Workplace Safety and Insurance Act precludes an employee's civil claim if that claim is based on harassment and bullying.