Employer’s DNA Test of Employees in Defecation Investigation Results in $2 Million Verdict for Violating GINA While Real “Poopetrator” Remains On the Loose

By | Employer Law Report | July 6, 2015
Employer’s DNA Test of Employees in Defecation Investigation Results in $2 Million Verdict for Violating GINA While Real “Poopetrator” Remains On the Loose

If a recent federal court case is any sign of the times, employers should think twice before engaging in their own forensic crime scene style investigations of employee questionable behavior—even if the employee is suspected of repeatedly defecating in public areas of the workplace.

Is No Class Action Waiver Safe? NLRB Judge Invalidates an Employer’s Non-Mandatory Arbitration Agreement with Non-Union Employees

By | Management Memo | July 6, 2015

Even further expanding the NLRB’s shocking holdings in D.R. Horton and Murphy Oil on June 26, 2015, an NLRB administrative law judge (“ALJ”) ruled that even a non-mandatory arbitration agreement that is voluntarily entered into by employees is unlawful if it requires employees to waive joint, class or collective actions in all forums, judicial and arbitral.

Tinley Park Hotel and Convention Center: The NLRB Gets Out Its Selfie Stick

Tinley Park Hotel and Convention Center: The NLRB Gets Out Its Selfie Stick

Over the past few years, many employers have found out—the hard way—that the National Labor Relations Board is serious in policing employee handbooks for provisions that the Board believes are “overly broad” under Section 7 of the National Labor Relations Act, which protects employees’ right to engage in protected concerted activity—that is, the right of two or more employees to protest to an employer about terms and conditions of employment.