In a continuation of its recent anti-employer rulings, the National Labor Relations Board is now focusing on a staple of employee handbooks—at-will employment clauses that notify employees they can be terminated at any time for any lawful reason.
Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz …
In an effort to track employment of minorities and females in the workforce, the EEOC requires certain employers to complete and file an Employer Information (EEO-1) Report by Sept. 30 of each year.
Complying with the Americans with Disabilities Act is like walking a tightrope over Niagara Falls, only without a tether. If you fall off, you end up getting whisked away by lawsuits and drowning in litigation. That’s especially true when it comes to the ADA’s rules on medical inquiries about employees.
The U.S. Department of Labor’s Office of Disability Employment Policy just unveiled a study, Employer Strategies for Responding to an Aging Workforce. The study urges employers to follow these strategies to avoid age discrimination complaints:
The EEOC is investigating the Marylou’s Coffee chain, looking into its apparent practice of hiring attractive young women. According to the Fisher Phillips law firm, “the EEOC’s big adventure raises a troubling question: Is the EEOC trying to establish that it’s illegal for an employer to prefer attractive employees over unattractive ones?”
The U.S. Supreme Court overturned many of the provisions in a controversial 2010 Arizona immigration law. The impact, according to the Foley Lardner law firm, could be a chilling effect on state immigration laws.
One of the only legally secure ways to protect your company from hostile work environment lawsuits is to provide clear steps for employees to complain. Then investigate the allegations. Make sure employees know how to raise concerns and whom to talk to.
The current version of the Employment Eligibility Verification (I-9) Form carries an Aug. 31, 2012, expiration date. The feds are considering changes to the form, but said employers should continue to use the current version until further notice. Follow our link for the official word from U.S. Citizenship and Immigration Services.
Most managers want to choose the best candidate for the job. But assessing what constitutes “best” can often feel a bit subjective. That’s OK. Just make sure you can point to objective factors that back up your choice, e.g., experience, education or even the most recent performance evaluation.