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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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Punishing an employee who requests a reasonable accommodation is retaliation even if it turns out that employee isn’t disabled and, therefore, wasn’t eligible for an accommodation at all.
Employees who have filed hostile work environment claims are allowed to sue their employers who retaliate against them for complaining. However, minor annoyances aren’t enough to constitute retaliation.
Speculation swirled last week that the White House’s 2018 budget would propose moving the Department of Labor’s Office of Federal Contract Compliance Programs to the EEOC.
OSHA won’t start posting employers’ injury reports on the web on July 1, as originally planned when a controversial rule was finalized last year.
When an employee has won a lawsuit against her employer, managers naturally want to make sure they don’t do anything that might smack of possible retaliation. On the other hand, managers shouldn’t feel as if the employee is now “untouchable.”
Q. Tax season is very busy at our accounting firm. Can I schedule employees to work every day of the week during the spring?
More than 40 field organizers have filed a class-action lawsuit against the Democratic National Committee, alleging they weren't paid for overtime hours they spent making phone calls and knocking on doors during Hillary Clinton’s 2016 presidential campaign.
Sometimes it’s obvious that you are going to have to fire an employee. First, however, you must follow your usual employment and HR procedures. Don’t just go through the motions, and don’t get sloppy!
The U.S. Supreme Court has ruled that individuals awaiting confirmation to fill vacant federal positions cannot begin assuming those duties while their confirmation is pending.
Don’t think setting up a multiple-path complaint process lets you off the hook. Even if an employee neglects to take her complaint “up the organization chart,” you are still responsible for stopping harassment that you find out about.
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