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JULY 5, 2017
 
 
 
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In house attorneys looking for a better way to organize, vet and easily retrieve legal news created the National Law Review on-line edition.

Around the clock, the National Law Review's editors screen and classify breaking news and analysis authored by recognized legal professionals and our own journalists.

There is no log in to access the database and new articles are added hourly.​
 
 
 
 
 
On June 28, 2017, the White House announced that President Trump had selected Janet L. Dhillon to be chair of the U.S. Equal Employment Opportunity Commission (EEOC). Dhillon, who is currently the general counsel of a national retailer, will be nominated to serve a term on the Commission that will expire on July 1, 2022.  Dhillon graduated from Occidental College with a bachelor’s degree in 1984 and from UCLA School of Law in 1991. She started her legal career as an attorney at an international law firm. Before her current position, Dhillon served as vice president and general counsel for another national retailer and an airline.  Find Out More Details on Dhillon's Nomination Here>
 
 
 
 
 
Retailers operating in multiple states and communities face growing challenges in complying with (i) the increasing and varying number of state and local “ban the box” laws and (ii) laws limiting employers’ use of applicants’ criminal background information. According to a May report from the National Employment Law Project, 27 states and more than 150 municipalities and counties now regulate criminal background checks in some form. Expect the numbers to go up. Just this past year, three states—Connecticut, Vermont, and California—expanded existing laws or regulations pertaining to criminal background checks by private employers. Municipalities also continue to enter the fray.   Criminal Background Check Requirements Discussed in Further Detail Here >
 
 
 
 
 
The doctrine of employment at will arose during the Industrial Revolution as an alternative to what had been the mutual obligations of the master-servant relationship. Under the at will doctrine, those obligations, particularly those as to duration, no longer apply.  Whereas under master-servant law, if no duration was agreed upon by the parties, the employment was legally presumed to be, e.g., for a year, under the at will doctrine, the employment may be terminated at any time for any reason so long as the reason is not an unlawful reason.  Without statutory intervention on behalf of workers, such as has taken place in the European Union, or a resurgence of organized labor, which may be on its way, the at will doctrine is a fact of life for most employees in the United States.  Find Out More About the Employment At Will Doctrine Here>
 
 
 
 
 
An Unlikely Union: Labor Leaders Join Trump In Seeking Changes to NAFTA
Barnes
President Trump announced earlier this year that his administration will be seeking to renegotiate the North American Free Trade Agreement (NAFTA). The president heavily criticized the longstanding trade deal during his campaign, so this came as little surprise. American labor unions also have been critical of NAFTA over the years due to perceived negative impact on American jobs and actively lobbied against its passage back in the ‘90s. While organized labor by and large tends to support Democratic candidates and officials, unions and the president seem to have found common ground at least on this issue.  Click Here for Further Details on Labor Leaders and NAFTA Changes>
 
 
 
 
 
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