Health care whistleblowers must walk a fine line in determining which materials can be taken from an employer as evidence of False Claim Act qui tam claims. Guest authors Stacy Gerber Ward and Nola Hitchcock Cross of the State Bar of Wisconsin Health Law Section discuss guidelines governing the relationship between a health care provider and employees who are potential whistleblowers.

From her roles as president of Madison Teachers Incorporated, alder and mayor of Madison, commissioner on the Wisconsin Employment Relations Commission, and now as mediator and arbitrator, Sue Bauman has made an impact on the practice of law in Wisconsin. Learn more about Bauman’s career as she finishes her term as chair of the Labor & Employment Law Section.

How do you determine if a particular case is a good candidate for mediation? The answer goes well beyond the legal substance and merits of the case, says Jill Hamill Sopha, who discusses key questions lawyers should consider when deciding whether to mediate.

Employment lawyers Caitlin Madden and Sean Scullen discuss a recent Wisconsin-based case decided by the U.S. Supreme Court that may have far-reaching effects on employment litigation.

Guest blogger Adam J. Tutaj of Meissner Tierney Fisher & Nichols S.C. provides “real dollar” examples of how differing settlement allocations may affect the taxation of employment claim settlements.

A recent U.S. Supreme Court Order leaves intact the Seventh Circuit’s holding that “reasonable accommodation” is limited to measures that enable a person to work under the Americans with Disabilities Act. David McClurg discusses the case, the Order, and its implications for employers.

The Sixth Circuit Court of Appeals recently became the first federal appellate court to recognize that discrimination in employment of a transgender employee is sex discrimination under Title VII of the Civil Rights Act of 1964. Katherin Charlton discusses the decision and its possible impact in Wisconsin.

Given that nearly all employment disputes resolve short of trial, it is never too early for an employment lawyer to consider mediation, writes Jill Sopha. Just what does it take to reach a resolution when an impasse looms?lawyer consider mediation, writes Jill Sopha.

Changes in interpretation of National Labor Relations Board case law that began with the appointment of Chairman Philip Miscimarra are expected to continue under John Ring, nominated by President Trump to succeed Miscimarra. Chuck Pautsch discusses the recent case law changes and what to expect in the future.

The U.S. Supreme Court recently declined to hear a case where the Ninth Circuit Court of Appeals determined that including a waiver with a Fair Credit Reporting Act (FRCA) disclosure may be a willful violation of the law. It’s a good time, says Michael Gentry, for employers nationwide to reassess their FCRA disclosures.

In a recent holding, the Seventh Circuit raised the proof of causality threshold under the False Claims Act from a “but-for” standard to “proximate cause.” Alan Olson discusses the holding and its implications.

The Seventh Circuit recently reaffirmed its position that an employee’s leave of two months or longer is not a “qualified individual with disability” with protection under the Americans with Disabilities Act. David A. McClurg discusses the implications of the recent appeal, in which he argued on behalf of the employer.

Nicholas McLeod takes a statistical look at the current state of employment discrimination, retaliation, and harassment claims in Wisconsin, and the trends they reveal. “More than 50 years after Title VII, race is still the most litigated form of employment discrimination in Wisconsin and in the U.S., showing no signs of slowing down,” McLeod says.

A recent case in the Ninth Circuit Court of Appeals shows just how broad the FLSA’s anti-retaliation provisions can be. Claire Roehre discusses the case, which involves retaliation by an employer’s attorney against an undocumented worker for bringing a lawsuit over numerous workplace violations.

Understanding the differences between Wisconsin’s white-collar exemptions to overtime pay and their federal Fair Labor Standards Act counterparts requires an appreciation of the history and development of those exemptions under both the FLSA and Wisconsin law.

The U.S. Department of Labor’s updated overtime regulations were set to go into effect Dec. 1, 2016, but were halted by an injunction. Erica Reib discusses the regulations’ current status and what may be next.

A proposal in Gov. Scott Walker’s 2017-19 budget for an Equal Rights Division “Offer of Settlement” procedure is unnecessary and will place significant burdens on employees seeking to enforce their rights, say Jeffrey Sweetland and Barbara Zack Quindel.

The proposed elimination of Labor and Industry Review Commission in Gov. Walker's budget raises big questions about the future of unemployment, workers' compensation, and unemployment cases. “The reason for the Commission’s elimination establishes a chilling effect on judicial independence of any kind,” writes Victor Forberger

Employees traveling for work are entitled to worker's compensation benefits for injuries sustained while engaging in “reasonable recreation” without the activity being considered a “deviation” from employment. Attorney Aneet Kaur discusses a recent Court of Appeals decision finding injuries sustained by an employee, after a day of bar-hopping with his co-worker, compensable under the Worker’s Compensation Act.

Social media in the workplace can raise thorny questions and expose employers to liability in a number of scenarios. Timothy Edwards outlines the important questions that employers must confront when their employees are allowed to access social media while at work.

Donald Trump’s Jan. 27 Executive Order suspends the issuing of immigration visas and other immigration benefits to citizens of several Middle Eastern countries, affecting employees of U.S. businesses and employees' family members. How should companies and their human resources staff respond to the impact of this Executive Order?

Bryan Symes discusses the potential impact of a recent case, EEOC v. St. Joseph’s Hospital, Inc. on Americans with Disabilities Act accommodations. While the Eleventh Circuit concludes that the best candidate gets the job – what does this mean for Wisconsin?

In May 2016, the Seventh Circuit held that arbitration agreements which prevent employees from proceeding collectively violate the NLRA and are thus unenforceable in Lewis v. Epic Systems Corp. Now, the Seventh Circuit has reiterated that holding in Riederer v. United Healthcare Services, Inc., and further drawn attention to a widening circuit split needing resolution by the U.S. Supreme Court.

Whether a mediation term sheet creates an enforceable settlement will be governed by state contract law, according to the Seventh Circuit. Mediator Jill Hamill Sopha discusses how parties can take steps to avoid unintended consequences of poorly drafted mediation term sheets.

Through Northwestern University, the National Labor Relations Board punted – but left open – the substantive issue of whether private university, grant-in-aid scholarship football players meet the statutory definition of “employee” for purposes of the National Labor Relations Act.

The Wisconsin Court of Appeals recently ruled – for the first time – that Wis. Stat. section 103.465 on the enforceability of restrictive covenants in employment relationships applies to employee non-solicitation provisions. This recent development may make many employers’ current covenants unenforceable.

The Department of Labor’s new overtime rules go into effect Dec. 1, 2016. In addition to increasing the salary level required to satisfy the white collar exemption, the new rules affect how nondiscretionary bonuses, incentive payments, and commissions may be used to meet the salary level requirement.

Jerome Grzeca writes about recently announced penalty increases for immigration-related violations from the U.S. Justice Department, and discusses the new Form I-9, to be released Nov. 22.

The Affordable Care Act requires applicable large employers to provide health insurance coverage statements to employees and file annual information returns with the IRS. The details should be used to inform a large employer’s group health plan purchase or renewal strategy.

Under new unemployment legislation rules, employees may be denied unemployment benefits if they are found to have engaged in “substantial fault.” A recent decision from the Wisconsin Court of Appeals gives us one of the first interpretations of what “substantial fault” means.

In this post, Julie A. Lewis discusses the recent Wisconsin Supreme Court decision in United Food & Commercial Workers Union, Local 1473 v. Hormel Foods Corp. regarding the compensability under Wisconsin law of employee time spent donning and doffing sanitary clothing and personal equipment.

A federal district court judge sitting in the Western District of Wisconsin recently held that employers may condition eligibility for employer-sponsored health insurance upon participation in a wellness plan under the Americans With Disabilities Act’s “safe-harbor” provision in some circumstances, writes Meg Vergeront.

Although the Conagra Foods, Inc. decision floated under the radar due to other noteworthy decisions around the same time, most management-side labor-relations lawyers – myself included – viewed the decision as part of an insidious attack on the ability ofcompanies to prohibit and/or curb a species of workplace chatter that is disruptive and threatens productivity and security.

Do employers who discount cash fringes in calculating overtime pay violate the Fair Labor Standards Act?

In Woods v. City of Berwyn, the Court of Appeals for the Seventh Circuit finds facts sufficient to break the cat’s paw chain of discrimination liability and, in doing so, provides hints to plaintiff and defense counsel regarding how this proximate cause theory may be analyzed.

A recent Seventh Circuit decision may give some Wisconsin employees with restrictive covenants a stronger basis upon which to challenge the restrictions on their ability to compete with their employer and take co-workers with them.