In Bowen v. JC Clark Ltd., the Ontario Court of Appeal put employers on notice that their discretion in awarding discretionary bonuses is not unconstrained and must be exercised fairly and reasonably.
In a recent decision, an employee who commenced a wrongful dismissal action was granted an order striking the employer’s statement of defence after the employer continuously put up roadblocks regarding its attendance at examination for discovery.
A New York state court recently issued the first appellate decision interpreting New York City’s Freelance Isn’t Free Act. The case involved two plaintiffs – a photography business and a model – suing a high-end fashion label.
In a recent decision, a federal court judge held that individual FLSA settlements do not need to be approved, and parties may stipulate to dismissal under Rule 41.
A recent New Jersey appellate division case confronted the question of whether the NJLAD, as amended in 2019, prohibits certain terms in non-disparagement provisions, and concluded it does not.
The U.S. Court of Appeals for the First Circuit recently affirmed a district court finding that the Massachusetts Wage Act did not apply to a person who mostly lived and worked in Florida.
As summer starts to sizzle in Colorado, and the Colorado General Assembly closes its session, employers have seen a flurry of new laws affecting Colorado employees. Among them are now expanded protections for whistleblowers.
The appellate court dismissed an appeal, agreeing with the lower court that a football player’s action for damages against a physician for misdiagnosing his injury should proceed in superior court - and not in arbitration.
On May 12, 2022, the Ontario Court of Appeal released its long-awaited decision in a case concerning whether an Ontario regulation precludes an employee who was laid off during the pandemic from claiming constructive dismissal at common law.
On April 20, 2022, Mississippi became the last state in the nation to enact an equal pay law. The new law, which takes effect July 1, 2022, follows the liability standard of the federal Equal Pay Act.
