Employment Law

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Recently, lawyers representing former employees have been pushing the envelope in thinking of new ways to make employers pay big bucks. Fortunately, courts aren’t accepting some novel arguments, like the one in the following case.
If you decide to countersue an em­­ployee who takes you to court over work-related issues, make sure your suit is really tied to the employee’s claim. If it isn’t, you’ll have to file a separate lawsuit.
The National Labor Relations Board Office of General Counsel concluded in November that Wal­­mart violated the National Labor Rela­­tions Act when it threatened and disciplined workers for participating in wage protests and strikes in 14 states, including Minnesota.
Now that 2014 is in full swing, it’s time to make sure your organization is up to speed on new wage-and-hour obligations and prepare to take advantage of a new tax incentive for hiring student workers.
Q. An employee sometimes shows up looking like he came from a party, with glazed eyes and slurred speech. Can we make him take a drug or alcohol test?
Employees can sometimes receive unemployment benefits even if they quit, but they must have good cause. Mere dissatisfaction doesn’t count.
President Obama plans to issue an executive order requiring federal contractors to pay employees at least $10.10 per hour, starting in 2015.
Legislation passed April 3 by the House of Representatives defines a full-time job as averaging 40 hours per week, up from 30 hours specified in the Affordable Care Act.
As the Affordable Care Act’s March 31 deadline loomed for individuals to sign up for health insurance, 38% of the public viewed the law favorably and 46% opposed it, according to a Kaiser Family Foundation poll.
Under final Affordable Care Act regulations issued in February, for the 2015 plan year only, large employers with at least 100 employees during 2014 must either offer 70% of full-time employees and their nonspouse dependents affordable health insurance that provides minimum value or pay a free-rider penalty. Beginning with the 2016 plan year, offers of coverage must be made to 95% of full-time employees and their nonspouse dependents.
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