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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Here’s an important warning: If the EEOC mails your company a subpoena for information about a pending investigation, you have just days to object—or you’ll lose the right to do so. That’s why you absolutely need a clear process for immediately getting the subpoena to your attorney.

HR Law 101: Drug testing and substance abuse prevention programs can involve substantial legal liability if employers don't manage and administer them properly. If your organization decides to implement a drug testing program, there are ways to minimize the risk of employee lawsuits ...

In California, companies adopting arbitration agreements face a number of difficult decisions in crafting their agreements to ensure that they will be enforceable while also maximizing the benefits of arbitration.

HR Law 101: Eighteen states have legalized the use of medical marijuana: Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Maine, Massachusetts, Michigan, Montana, Nevada, New Jersey, New Mexico, Oregon, Rhode Island, Vermont and Washington. Whether employers in those states must accommodate legal medical marijuana use depends on how courts interpret state law.

HR Law 101: The most reliable way to protect your organization from charges of wrongful discharge is to establish and enforce a system of progressive discipline. Make it clear to all your supervisors that they're expected to abide by your policy ...

Ergonomics

by on January 18, 2014 12:00am
in Employment Law,Human Resources

HR Law 101: In 2009, OSHA said it plans to propose a rule requiring employers to report work-related musculoskeletal disorders (WMSDs) in a new column on their Form 300 workplace injury logs. Some believe the move is a precursor to reintroducing ergonomic standards.

Wading into perhaps the most mundane issue it has faced in years, the U.S. Supreme Court on Dec. 16 ruled that a long-term disability plan’s three-year statute of limitations on claims was “reasonable” and did not violate ERISA, which governs many employee benefits.
As technology becomes more and more intrusive, today’s employees naturally wonder how far their employers can pry. Carefully weigh whether any form of employee surveillance is right for your organization. 
Advantage employers! A new legal landscape is working against employees who file work-related class-action suits, following key U.S. Supreme Court decisions. Result: 2013 class-action settlements were lower than since 2006.

HR Law 101: In 1935 Congress passed the National Labor Relations Act (NLRA), giving workers the right to organize, to bargain collectively and to strike. By the late 1940s unions had become politically and economically powerful, and Congress decided to amend the act to develop a more balanced national labor policy ...

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