The Wagner Act, also known as the National Labor Relations Act, was a pivotal piece of legislation that granted employees the right to form unions, engage in collective bargaining, and participate in concerted activities to improve their working conditions.

In Adkins v. Children's Hospital, the Supreme Court upheld the principle of 'at-will' employment, ruling that employers have the right to dismiss employees without providing a specific reason or justification.

The Supreme Court's decision in Thornhill v. Alabama established that peaceful picketing by employees is a form of protected speech under the First Amendment, safeguarding the right of workers to engage in collective action.

In Reed v. Reed, the Supreme Court introduced the 'strict scrutiny' standard for reviewing laws that discriminate based on gender. This standard requires courts to subject such laws to a rigorous analysis to ensure they are necessary to achieve a compelling government interest.

Griggs v. Duke Power Company was a landmark case in which the Supreme Court ruled that employers cannot discriminate against employees based on their race or color, even if the discrimination is unintentional.

The Supreme Court's decision in School Board of Nassau County v. Arline established that employers are obligated to provide reasonable accommodations for employees with disabilities, unless doing so would create an undue hardship for the employer.

Abood v. Detroit Board of Education addressed the issue of whether public employees have the right to engage in collective bargaining and the scope of their bargaining rights. The Supreme Court ruled that public employees have the right to bargain collectively but that they cannot be compelled to join a union or pay union dues.

In Meritor Savings Bank v. Vinson, the Supreme Court held that sexual harassment in the workplace can constitute a violation of Title VII of the Civil Rights Act of 1964. The Court established a legal framework for determining when such conduct is sufficiently severe or pervasive to create a hostile work environment.

In Overnight Motor Transportation Co. v. Missel, the Supreme Court ruled that employees are entitled to overtime pay for hours worked beyond 40 hours per week, unless they are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).

In O'Connor v. Ortega, the Supreme Court ruled that employers have a limited right to monitor their employees' activities, but this right must be balanced against the employees' reasonable expectation of privacy.

In NLRB v. Fansteel Metallurgical Corporation, the Supreme Court ruled that employees have the right to strike, but that employers have the right to permanently replace striking employees.

In NLRB v. Katz, the Supreme Court ruled that employers cannot unilaterally reduce or eliminate employee benefits without violating their collective bargaining agreements.

In American Federation of State, County, and Municipal Employees v. Washington, the Supreme Court ruled that public employees have the right to organize and bargain collectively.

In Lorance v. AT&T Technologies, Inc., the Supreme Court ruled that employers cannot discriminate against employees based on age, unless they can show that the discrimination is necessary to achieve a legitimate business goal.