On August 17, 2017, the U.S. Court of Appeals for the Second Circuit issued an important decision in a high-profile case against Uber Technologies that has broad implications for the enforceability of terms of use entered on mobile device apps. In Meyer v. Uber Technologies, Inc.,1 the Second Circuit, whose jurisdiction includes New York, applied California law and reached a decision that echoes previous rulings by the U.S. Court of Appeals for the Ninth Circuit, i.e., that users are...

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Though CFIUS already is shining a bright light on Chinese covered transactions, that light likely will only intensify and be brighter with the Trump administration. Twelve years have passed since publication of the article Uncle Sam Watches Nervously: Foreign Investment in U.S. Industries in 2004. That article discussed the review process under the Exon-Florio Amendment delegated to the Committee on Foreign Investment in the United States (CFIUS). The article highlighted several recent CFIUS reviews, and stressed that the evolving war...

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Is a single racial slur by an employee’s supervisor enough to create a hostile work environment under § 1981 of the Civil Rights Act of 1866?  The answer is yes according to the Third Circuit Court of Appeal’s decision in Castleberry v. STI Group, No. 16-3131 (3d Cir. July 14, 2017). In Castleberry, two African American males were employed as general laborers.  They claimed that while working on a fence-removal project, their supervisor threatened to fire them if they “nr-rigged”...

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In the event of notifiable mass redundancies, the employer is obligated to consult the works council. The consultation procedure is a requirement that has to be satisfied so the termination notices issued in the context of mass redundancies become effective; it thus is of substantial practical significance. Consulting the works council includes notifying, informing and advising the works council and must be distinguished from the notification of collective redundancies subsequently submitted to the Labor Agency. Both procedures exist independently...

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Rulings of European Court of Justice (ECJ) In two recent landmark decisions, the ECJ expressed its opinion on the issue of whether employers may ban the wearing of an Islamic headscarf at work. First, the European judges established that an internal rule of a company that prohibits the wearing of any visible political, philosophical or religious sign at work does not constitute direct discrimination against employees who want to wear an Islamic headscarf based on their religion. The ECJ then ruled...

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