A recent NLRB decision provides employers with useful guidance on both drafting provisions commonly seen in social media policies, and enforcing the policy in response to employees’ social media posts.
Pokémon Go has taken the United States and the rest of the world by storm. One of the less-discussed impacts of the game is the effect on the workplace and how employers can respond.
Since the European Court of Justice declared invalid the Safe Harbor agreement between the U.S. Dept. of Commerce and the European Commission for the transfer of personal data, hundreds of U.S. multinationals have been struggling to find an alternative.
OSHA recently published its final rule on electronic reporting of workplace injuries and illnesses. Under this new reporting standard, employer policies that request or require post- accident drug or alcohol testing will face new scrutiny by OSHA.
The NLRB recently held that an employer's no-recording policy unlawfully interfered with the rights of employees to engage in concerted activity regarding their terms and conditions of employment.
In response to the announcement of a "Privacy Shield" to replace the invalidated U.S.-EU Safe Harbor Framework for cross-border data transfers, the EU's Working Party has expressed reservations and provided limited guidance for U.S. multinationals.
In a long-awaited and much-anticipated announcement, the U.S. Department of Commerce and the European Commission (the “Commission”) declared on February 2, 2016, that they had struck a deal on a new cross-border data transfer framework.
