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You work like a dog for the organization every day. You stay up at night trying to keep pace with the constantly changing rules and regulations of employment law. You’re even called to put your own career on the line when the organization is hauled into court. Why is that?
Do you offer extra off-duty training for employees that, while technically voluntary, is strongly recommended? If training participants are hourly employees, chances are you will have to pay them for this time.
If you’re ever hauled into court to testify in a lawsuit against your organization, what you say, and how you say it, can sink your defense—or help you win. Here are the 10 weaknesses you must be prepared to defend:
State Sen. Mike Fasano has proposed an amendment to Florida’s Family and Medical Leave Act that would allow workers to take time off to protect their pets from potential domestic abuse.
Q. We’ve heard the IRS recently announced a new program for employers to reclassify their workers. Can you tell us about it?
Businesses must stay abreast of an alphabet soup of federal laws—ADA, ADEA, FMLA and so forth—each with its own requirements. Further complicating matters, most states have their own laws that override the federal requirements. To comply, you first must know which laws apply to your business, based on the number of people you employ ...
At first glance, management-employee participation groups seem legally risk-free. But looking deeper, such committees could, under certain circumstances, be viewed as illegal, employer-dominated unions under federal labor law. Key point: According to a handful of NLRB rulings, an employer commits an unfair labor practice whenever it dominates any “labor organization.”
OSHA just released its list of the most frequently cited workplace safety and health violations for fiscal year 2011. Topping the list: fall protection in construction, scaffolding in construction, hazard communication, respiratory protection, lockout/tagout, electrical wiring methods, powered industry trucks, ladders in construction ,,,
Regular attendance is obviously a key job function for most of your employees. But despite your freedom to set and enforce attendance rules, you also face key legal hurdles to your attendance policy, including complying with the FMLA and ADA. Manage absenteeism by establishing a reasonable and specific attendance policy that incorporates your organization’s needs and the functional requirements of various work areas and employee functions. A sound attendance policy should cover all of the following:
The federal government is suing the owners of a Columbus printing company and their pension plan administrator, claiming they all failed to execute their fiduciary responsibilities to employees. At issue is more than $400,000 in funds missing from two pension accounts set up for employees of Clark Graphics.