Polsinelli at Work |  Labor & Employment Blog

Employers, whether large or small, face an ever-growing web of workplace regulations and potential entanglements with employees. With employment litigation and advocacy experience as our strength, preventing legal problems from arising is our goal. Our Labor & Employment attorneys advise management on complex employee relations and workplace issues. 20 offices; 800+ attorneys. 

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The Devil is in the Details: Arbitration Agreements Ruled Invalid Over Signatures

The Devil is in the Details: Arbitration Agreements Ruled Invalid Over Signatures

By: Michael J. Lorden

Employers, dust-off your arbitration agreements and take a second look at the signature line. Is it signed by both parties? Did the employer representative sign on behalf of the correct corporate entity? If the answer to either of these questions is “no,” then the arbitration agreement may be unenforceable.

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Coming Soon: NLRB Promises Rulemaking on Joint-Employer Standard by End of Summer

Coming Soon: NLRB Promises Rulemaking on Joint-Employer Standard by End of Summer

By: Sara Robertson

By letter dated June 5, 2018, National Labor Relations Board Chairman John Ring announced that the Board will issue a proposed regulation to determine when employers may be considered joint employers under the National Labor Relations Act “as soon as possible, but certainly by this summer.”

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Summertime: Four Tips for Keeping Workplaces Cool as the Temperatures Rise

Summertime: Four Tips for Keeping Workplaces Cool as the Temperatures Rise

By: Jay M. Dade

Summertime, and the livin’ is easy . . .

Ella Fitzgerald’s voice brings images of crackling heat, warm breezes and long, languid days. But, when the temperatures rise outside, human resource managers can find their workforce temperatures rising as well. As summer progresses, the season presents unique workforce management issues. Here are four tips for keeping your workforce temperatures cool, calm and productive during the long, hot summer.

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#MeThree: Recommendations for Employers to Avoid Liability for Third Party Harassment

#MeThree: Recommendations for Employers to Avoid Liability for Third Party Harassment

By: Karen R. Glickstein

The #MeToo movement has sparked an increase in sexual harassment investigations and focused attention on the potential liability of employers for the actions of third parties with whom their employees interact for business purposes.  We previously noted the importance of employers maintaining policies and providing training on proper responses to complaints about third party harassment in the hostile environment context.[1]  Two recent decisions underscore the importance of awareness of potential liability from third party harassment claims outside the area of sexual harassment and in potential quid pro quo situations.

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Alphabet Soup: ADA, FMLA, WC, OSHA, GINA --What Laws Apply to a Workplace Injury?

Alphabet Soup: ADA, FMLA, WC, OSHA, GINA --What Laws Apply to  a Workplace Injury?

By: Lilian Davis

Employers face a host of compliance challenges under state and federal law when an employee suffers a workplace injury.  As we recently reported, employers must consider the legal implications of the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) when litigating workers’ compensation claims.  Employers should also be cognizant of their obligations under the Occupational Health and Safety Act (OSHA) and the Genetic Information Nondiscrimination Act (GINA).

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