A federal district court recently sanctioned Walmart for “spoliation of evidence” in an employment litigation case.
The Ontario Court of Appeal recently released its decision in Boucher v. Wal-Mart Canada Corp.. The trial decision, which we wrote about in this blog, received much attention because of the unprecedented $1.46 million in damages awarded to the Plaintiff for wrongful dismissal.
A recent Ontario Court of Appeal decision Boucher v. Wal-Mart Canada Corp., 2014 ONCA 419, is an important reminder to employers that failing to properly investigate allegations of harassment in the workplace can be incredibly costly.
The National Labor Relations Board (the “NLRB”) announced yesterday that it has issued a complaint against Walmart, asserting that it had broken U.S. labor laws during the Black Friday strikes of 2012 and 2013.
@LRToday Morning Round-Up: Another Class Waiver Down, Walmart Protesters Detained, Congress May Get Involved On NFL Testing
Another Class Waiver Goes Down Via Board ALJ’s Ruling: Abigail Rubenstein of Law360 ($$) writes that this past Wednesday a National Labor Relations Board (NLRB) Administrative Law Judge (ALJ) found that a mandatory individual arbitration agreement proffered by JPMorgan Chase was in violation of federal labor law.
On October 28, 2011, in the wake of the Supreme Court’s decision in Wal-Mart Stores, Inc. v. Dukes, 131 S. Ct. 2541 (2011) denying class certification to plaintiffs seeking to represent a group of over 1.5 million women in a gender discrimination action against Wal-Mart, Stephanie Odle and six other named plaintiffs filed another action in the United States District Court for the Northern District of Texas on behalf of themselves and all others similarly situated.
Holy Wal-Mart Whitewash, Batman! Without a doubt, the unfolding Wal-Mart bribery scandal in Mexico (coming soon to a business school case study near you) is ripe for “lessons learned” for governance experts everywhere. But it is also illuminating to drill down a little further and examine the implications from a whistleblower point of view.
The U.S. Department of Labor (DOL) announced on May 1, 2012, that in accordance with a settlement agreement, Wal-Mart Stores Inc. has agreed to pay $4,828,442 in back wages and damages to more than 4,500 employees nationwide and $463,815 in civil money penalties for misclassifying employees and associated violations of the overtime provisions of the Fair Labor Standards Act (FLSA), the federal wage and hour law.