Employment Law

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If the overtime rules aren’t upheld by January 20, they are likely dead in their current form.
The employment law cases the Supreme Court refuses to hear can be almost as important as those it decides.
In a complex case, don’t assume that because one part of the claim is clearly meritless, the whole case will go away.
The National Labor Relations Board’s controversial “persuader” rule died quietly Nov. 16.
The Congressional Budget Office is making the argument that employees who thought they were about to become eligible for overtime pay on Dec. 1 will ultimately be better off without it.
It’s not enough that an employee alleges he or she has been diagnosed with what may be a disabling condition.
Even if you believe no accommodation is possible for a disabled worker, the ADA requires you to at least consider the possibility.
Slights and on-the-job isolation are not enough for an employee to make out a case for retaliation for reporting discrimination or participating in litigation against one’s employer.
Q. We just hired a contractor for a special project. He has complained that he is sensitive to the smells in our office, which include personal fragrance, scent diffusers and “smelly” food. Since he isn’t our employee can we just tell him to put up with the odor?
With new rules set to take effect Dec. 1, some of your previously exempt employees will find themselves in unfamiliar territory: having to stop working when the clock strikes 5:00.
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