The Ninth Circuit recently held that Native American tribes have the authority to regulate workplace misconduct and bring claims in tribal court for torts their non-member employees commit in the scope of their employment.
A recent federal court decision opened the door for employers to recruit and hire candidates who are either recent graduates or have limited work experience without risking liability for certain claims of age discrimination.
The Third Circuit overturned a U.S. district court’s decision certifying a class of mortgage loan officers, who claimed they were unlawfully denied overtime pay for work performed off-the-clock. The decision is significant for three reasons.
The Wisconsin Supreme Court recently reversed its nearly half-century practice of deferring to state administrative agencies’ interpretations of the laws the agencies are responsible for enforcing.
On April 23, 2018, the Minnesota House Majority Leader introduced a bill to amend the Minnesota Human Rights Act to change the legal standard for sexual harassment. If passed, the bill would do away with the “severe or pervasive” standard.
You don’t need to be a cable news network, a Hollywood production company, a media mogul or a politician in order to feel the ripple effect from the recent wave of workplace sexual harassment claims.
The high court ruled ruled that a Native American tribe’s sovereign immunity from lawsuits does not extend to a tribal employee sued over actions he took within the scope of his employment.
