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Employment Law

Need employment law advice? Your employee’s hungry attorney knows the latest on employment at will, reasonable accommodations, and more.

Minimize employer liability, optimize labor relations, bullet-proof your employee handbook and update your knowledge of ADA guidelines with our employment law advice.

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The National Labor Relations Board wants to revise the rule that determines if two employers can be considered joint employers for the purpose of deciding labor-management disputes.
Make sure to document a worker’s performance decline to protect your company if you fire the worker and he or she sues alleging discrimination.
There are a few workplace scenarios in which the nature of the job makes it more likely that sexual harassment may occur. But even then, once an employer knows harassment is happening, it has an obligation to stop it.
If a worker refuses to accept an offered accommodation, the employer is free to end the accommodations process—which may even mean the employee loses her job.
The Supreme Court’s decision in Janus v. AFSCME struck down as unconstitutional the Illinois fair share law and similar state laws, including New York’s. This decision could be devastating for New York public-sector unions.
The EEOC has filed a lawsuit against a Texas employer that requires all its employees to report every medication they take, both prescription and over-the-counter drugs.
The National Labor Relations Board last year overturned an established standard for determining if workplace rules comply with the National Labor Relations Act. Now the NLRB has issued a memorandum providing employer guidance.
The 8th Circuit Court of Appeals reaffirmed that former employees who are poor and struggling to represent themselves aren’t entitled to the help of an attorney at no charge.
Cosmetics giant Estée Lauder has agreed to pay $1,100,000 to men who the EEOC said were harmed by discriminatory parental leave policies.
Three questions about overtime pay in California.
A federal court interpreting Pennsylvania law has concluded that firing a worker for calling in a complaint to OSHA provides protection under the public-policy exception.
Under California’s Fair Employment and Housing Act, employers must reasonably accommodate disabled workers with disability leave. If that leave is then used against the worker to justify a termination, it ceases being a reasonable accommodation.
When it comes to incentive agreements, it pays to engage an experienced attorney up front to draft the language. Your early investment in legal help will save you time and money later.
In the gig economy that has emerged in the past five years, an old battle over worker classification has taken on fresh urgency.
The ADA requires employers to consider transfer to open positions as reasonable accommodations for disabled workers. But what if an employee isn’t qualified for any open full-time positions? A part-time position may suffice.
The Pennsylvania Department of Labor and Industry has submitted a proposed rule to amend the regulations that exempt executive, administrative and professional salaried workers from overtime requirements under Pennsylvania’s Minimum Wage Act of 1968.
If you want to use arbitration to resolve employment disputes without going to court, you have to make sure you have done everything possible to make that agreement a binding, valid contract.
Workers who sue for harassment must still provide evidence that the motivation for the touching was somehow related to sex and not just part of a pattern of nonsexual touching meted out to everyone, male, female, heterosexual or gay.
An employee may claim that the stress of having a difficult boss creates a mental disability such as major depression. She can ask for another supervisor as a reasonable accommodation—but employers don’t have to grant it.
Employees who suffer from disabilities as defined in the ADA or serious health conditions as defined in the FMLA enjoy some job protections. But those protections are not unlimited.
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