Out With the Old, In With the New: Trump NLRB Begins Process of Upending Obama-Era Rulings
The National Labor Relations Board (NLRB) was especially aggressive during the Obama Administration in expanding its jurisdiction beyond its traditional
House of Representatives Approves Legislation To Establish Joint Employer Standard Under NLRA and FLSA
In 2015, the National Labor Relations Board (NLRB) adopted a controversial new standard for determining whether an employer is a
NT Lakis Attorneys File Brief With Supreme Court, Urging Reversal of Problematic FLSA Joint Employment Ruling
NT Lakis attorneys have filed a friend-of-the-court brief with the Supreme Court in an important case regarding the appropriate test
Secretary of Labor Acosta Withdraws Two Controversial Obama-Era Wage and Hour “Administrator Interpretations”
Just one month after being sworn in as the new secretary of labor, Alexander Acosta has withdrawn two controversial Obama-era
NT Lakis Lawyers File Brief With Fourth Circuit, Urging Reversal of Problematic FLSA Joint Employment Ruling
NT Lakis lawyers recently submitted a “friend-of-the-court” brief to the Fourth Circuit Court of Appeals in an important case regarding
Fourth Circuit Weighs in on “Joint Employment” Under FLSA, Broadens Scope With New Test
Addressing the current hot-button issue of whether two businesses should be treated as a joint employer under the Fair Labor
Labor Department Releases New Fact Sheet on “Joint Employment” Under the FMLA
The U.S. Department of Labor’s (DOL) Wage and Hour Division has issued another document focusing on “joint employment” liability under
New “Administrator Interpretation” Issued by Labor Department Takes Expansive View of Joint Employment Under the FLSA
A new "Administrator Interpretation" (AI) issued by the Department of Labor's Wage and Hour Division (WHD) takes a decidedly expansive
Third Circuit Provides Reminder: Title VII Liability Can Extend to More Than One Entity Under “Joint Employer” Theory
A recent decision by the U.S. Court of Appeals for the Third Circuit serves as an important reminder to employers