Jonathan Crotty

The Federal Arbitration Act (FAA) requires state and federal courts to defer to private arbitration agreements entered into between parties, including...

As the U.S. becomes more politically divided, employers increasingly are forced to deal with political and social disputes among employees. Last week...

With the end of warmer weather across much of the U.S., the number of OSHA complaints involving heat exposure will decrease until next year. While...

Following the Supreme Court’s recent affirmative action decision, legal press publications have reported about complaints and enforcement threats sent...

Litigation over employment issues relating to the COVID-19 pandemic is finally reaching the trial and appellate courts. This week, the Tenth Circuit...

Beginning January 1, employers in certain industries will need to begin electronic filing of their Form 300-Log of Work-Related Injuries and...

One of the most frequent questions we receive involves employees who claim that they have been subjected to a "hostile work environment." Under federal civil rights laws, the term hostile work environment has a specific meaning: employees who are harassed by a supervisor or co-worker due to their membership in a protected class such as race, gender, disability, etc.

We have all faced situations where a manager, coworker, or client calls or emails seeking a response outside of normal work hours. While most of us...

Most affected employers understand their obligations to comply with the Occupational Safety and Health Administration’s control of hazardous energy (commonly called “lockout/tagout”) rules found at 29 C.F.R. §1910.147. These regulations require employers to establish written plans and implement procedures to make certain that machines cannot operate during maintenance and other times when unanticipated energization could lead to employee injury.

The tip wars between hospitality employers and employees continue unabated. Numerous lawsuits contend that restaurants and other employers wrongfully retain or require sharing of customer gratuities, as well as violate Fair Labor Standards Act requirements for payment of a special minimum wage to tipped servers. Last month, the Eleventh Circuit Court of Appeals (which includes Georgia) confirmed an earlier decision that excludes mandatory service charges from the definition of tips.