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Firm News 3 results

Firm News | 04.03.24

Landmark Settlement, with Sweeping Array of Restorative Measures, Unveiled in Historic Federalsburg Voting Rights Case

Adding reconciliation to history-making election reform, a landmark settlement was announced today in a federal lawsuit that challenged 200 years of discrimination against Black voters in the Town of Federalsburg. With a sweeping array of restorative measures, the Town seeks to make amends to Black residents for wrongs of the past. The remarkable agreement – the first of its kind in any Maryland voting rights case – was reached through mediation overseen by U.S. Magistrate Judge Erin Aslan; it includes an official apology for historical racism, a street renaming, and community markers commemorating and celebrating the history and contributions of Black residents, among other measures. 

Firm News | 6 min read | 01.02.24

Crowell & Moring Elects Seven New Partners, Promotes Four to Senior Counsel, and 26 to Counsel

Crowell & Moring elected seven lawyers to the firm’s partnership, effective January 1, 2024. The firm also promoted four lawyers to the position of senior counsel and 26 associates to the position of counsel.

Firm News | 2 min read | 10.30.23

Crowell & Moring and ACLU Challenge Racially Discriminatory Election System, Making History in Federalsburg

History was made in September as residents in the Town of Federalsburg, Md. elected the Town’s first Black council members—Darlene Hammond and Brady James. Ms. Hammond and Ms. James were officially sworn into office earlier this month. Before then, the Town had experienced all-white rule for its 200-year history. This dramatic change was brought about in substantial part by a lawsuit filed by Crowell & Moring and the American Civil Liberties Union of Maryland.

Client Alerts 12 results

Client Alert | 3 min read | 02.15.24

Key Takeaways From Supreme Court Decision in SOX Whistleblowing Case: Murray v. UBS Securities, LLC

On February 8, 2024, the Supreme Court decided Murray v. UBS Securities, LLC, No. 22-660, holding that a whistleblower must prove that his or her protected activity was a contributing factor in the unfavorable personnel action but does not need to prove that his or her employer acted with “retaliatory intent.”
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Client Alert | 3 min read | 11.07.23

NLRB Revises and Broadens Test for Joint-Employer Status

On October 27, the National Labor Relations Board (“NLRB”) issued a long-awaited Final Rule (“Final Rule”) that will dramatically alter the test for joint-employer status. As proposed,  the Final Rule rescinds the NLRB’s 2020 Final Rule, with the NLRB claiming that the new rule “more faithfully grounds the joint-employer standard in established common-law agency principles.”   In effect, the Final Rule will make it easier for employees of franchises, staffing agencies, and potentially a broad swath of contractors to show that two entities are joint employers. If an entity is found to be a joint employer with the direct employer of unionized employees, “under common-law agency principles,” the entity can be liable for the unfair labor practices of the co-employer and can be required to negotiate with the union representing the workers under the National Labor Relations Act (“NLRA”).  The NLRB’s new rule will take effect on December 26, 2023 and is not retroactive.
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Client Alert | 10 min read | 09.08.23

The NLRB’s One-Two Punch Gives Unions a Significant Boost

The NLRB recently effected two significant, pro-union changes to the way in which future union organizing and representation cases proceed.  First, abandoning more than 50 years of settled law, the National Labor Relations Board’s recent decision in Cemex Construction Materials Pacific (372 NLRB No. 130), changed the way in which unions will likely organize private sector employers in the United States.  Pursuant to Cemex, if a union claims to have majority support and demands recognition, an employer must either (1) grant recognition without the benefit of an NLRB election, or (2) file its own NLRB petition seeking an election.  If the employer fails to take either step, the union can file an unfair labor practice charge, and the NLRB will find a violation and order mandatory union recognition unless the employer proves the union did not have majority support in an appropriate bargaining unit.  And even if the employer files a petition for election (an “RM petition”), the NLRB may cancel the election and issue a bargaining order if the employer commits virtually any unfair labor practice during the period preceding the election.
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Webinars 1 result

Webinar | 01.25.24, 12:00 PM EST - 1:00 PM EST

Third Thursday: Employment Law Updates from 2023 and Trends to Watch in the New Year

Please join us for the next edition of Third Thursday – Crowell & Moring’s Labor and Employment Update, a webinar series dedicated to helping our clients stay on top of developing law and emerging compliance issues.

Speaking Engagements 1 result