Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 22
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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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Q. Our receptionist gets occasional migraine headaches, and she gave us a long list of “triggers” that she wants us to eliminate at work. The list includes no fluorescent lights. We cannot afford to replace all of our fluorescent lights. Can we just say no?

Employers aren’t required to create new positions to meet a disabled employee’s needs, but they must consider the employee for open positions that he or she may be qualified to perform.

These three are among the names being floated as possible nominees to become the Trump administration’s Secretary of Labor, according to Politico.com.
When an employee requests leave for family care, medical, parenting or military emergencies, the first thing an employer should do is to determine if the leave qualifies as time off under the FMLA.
When a salaried employee works a different schedule, you must make sure your system captures the deviation and adjusts the paycheck accordingly.
Such an agreement can be the kiss of death if it's anything like one recently reviewed by the 3rd Circuit Court of Appeals.
Labor organizers claim they have named McDonald’s Corp. as a defendant in a series of sexual harassment complaints.
How you set up bonus programs can have a big impact on your overtime budget.
The Pennsylvania Superior Court has concluded that the Pennsylvania Human Relations Act may include an unpaid intern as a covered employee under the act.
An employee could become so agitated that she develops an anxiety disorder that requires a reasonable accommodation—such as separating the harasser from her.
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