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The NLRB celebrated Labor Day by unveiling a new mobile phone app that tells employees and unions about their rights under the National Labor Relations Act.
Some disabled employees take the approach that it’s their way or no way when it comes to accommodations that would allow them to perform the essential functions of their jobs. Fortunately, employers have leeway in exactly which accommodation should be used.
Gov. Mark Dayton has signed into law an expansion of the state’s 1987 whistle-blower act. The new Minnesota Whistleblower’s Act protects from retaliation both public- and private-sector employees who report misconduct.
Q. We are a construction contractor. We work union, but increasingly find ourselves losing bids because we can’t compete with nonunion companies in certain industry segments. Can we just set up a separate operation to bid the nonunion work? I’ve heard that such “double-breasting” is common practice.
The one-year delay in the employer play-or-pay provisions of the Affordable Care Act health care reform law has no impact on the individual health insurance exchanges and the health exchanges for small employers, called SHOPs, which open for business this month.
A Dallas plastic surgery center has agreed to pay $315,000 to settle charges that it unlawfully fired two employees and then sued one of them in state court after she sought help from the NLRB.
A panel of the 3rd Circuit Court of Appeals has tossed out one of the first lawsuits objecting to parts of the Affordable Care Act, ruling that a corporation can’t object to the law on moral grounds.
A grassroots lobbying effort led by the Fair Pay Campaign is pushing employers to pay their interns, starting with the White House.
The U.S. Department of Health and Human Services has issued final regulations for implementing the Health Information Technology for Economic and Clinical Health (HITECH) Act. The regulations require entities covered by HIPAA to update their privacy policies ASAP. The looming deadline: Sept. 23.
Q. We are considering instituting a uniform policy at our workplace. We would like to require our employees to pay for their own uniforms. Is this legal? Could we also require employees to maintain their own uniforms?