Over the past year, the EEOC has been under fire for its failure to conciliate with employers before filing a case in federal court.
This week, I am on vacation with my family in Snowmass, Colorado, which is part of the ASPEN/SNOWMASS (U.S. Reg. No. 2,800,199) ski resort.
Last Friday, the Pennsylvania Supreme Court declined reconsideration of its December 19, 2013 decision striking down a number of provisions in the State’s 2011 hydraulic fracturing law known as Act 13.
In a move that will not come as a surprise to anyone who has been following the rocky implementation of the Affordable Care Act (“ACA”), the Obama Administration has yet again delayed important provisions of the ACA.
As we closed the book on 2013 — a truly remarkable year of OSHA enforcement and regulatory activity — we look to the future, and think about what to expect from OSHA in 2014.
Many years ago, a number of people (china consultants, in particular) were applying the concept of quality fade to China. The idea was that once a foreign buyer became comfortable with its Chinese manufacturer, it could expect that manufacturer to start skimping on quality to save money.
Since the current US payment and financial system makes “things easy for fraudsters” Congress is considering a requirement that the US financial industry “adopt new card security measures used in other countries” as reported by Computerworld.
I don’t usually do guest posts–Class Action Countermeasures is largely a solo proprietorship–but Adam Schulman of the Center for Class Action Fairness spotted a new settlement tactic out in the wild that proved interesting enough to justify an exception.
California and 14 other states plus the District of Columbia have laws that restrict the collection of personal information at the point of sale when payment is by credit card.
What do you do when one of your employees has informed you of what clearly is an FMLA-triggering event (she needs to care for her dad who is seriously ill in the hospital), but then tells you she doesn’t want the absence designated as FMLA leave?