Insights

It is customary in the hospitality industry for banquet operators to assess a “service charge” or a “service fee” of anywhere from 15% to 25% of the cost of food and beverage. Usually, most of the fee is paid to the...

On January 30, 2007, the United States Court of Appeals for the Ninth Circuit ruled that while employees may have a reasonable expectation of privacy in their workplace computers, an employer retains the ultimate authority to...

As reported on this website, last August the U.S. Court of Appeals for the District of Columbia Circuit ruled, in Murphy et al. v. Internal Revenue Service, No. 03cv02414 (D.C. Cir. 2006), that damage awards for...

In general, matters relating to collective bargaining and labor relations are governed exclusively by federal law, the National Labor Relations Act (NLRA). As a result, state laws that venture into the area of labor relations...

In the November 2006 election, San Francisco voters overwhelmingly voted for Proposition F, referred to as the “Paid Sick Leave Ordinance.” (Proposition F, San Francisco Admin. Code, Section 12W.2(d).) As...

Many employers correctly believe that their information technology (IT) support staff, who troubleshoot computer problems and keep IT systems running, perform work that is essential to the company’s business operations....

Many states require employers to allow employees time off, sometimes including paid time off, to vote in elections. These laws vary widely, and it is important that you know your obligations in each state within which you...

A recent decision by the Supreme Court of California affirmed that an offer of employment described as “employment-at-will” was unambiguous, and left the employer free to terminate the employment relationship at...

The U.S. Court of Appeals for the District of Columbia Circuit ruled on August 22, 2006 that damage awards for non-physical injury, such as emotional distress and harm to reputation, are not subject to federal income taxes....

The Family and Medical Leave Act (the “FMLA”), 29 U.S.C. §§ 2601 et seq., provides that “eligible employees” are entitled to a total of twelve workweeks of leave per year to care for a newborn or newly-adopted...