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The House Subcommittee on Workforce Protections has begun hearings to explore legislation that would “increase accountability” at the EEOC, an agency that “has spent a great deal of time and resources advancing a deeply flawed enforcement and regulatory agenda,” according to subcommittee Chair Rep. Tim Walberg, R-Mich.
The Seyfarth Shaw law firm has created a free report, the Social Media Privacy Legislation Desktop Reference, that explains each current state law concerning social media and employees' rights to its use.
Q. We have seen that some companies are requiring their employees to agree to arbitration rather than a release of claims in their separation agreements. Is this an alternative worth exploring?
Do you use independent contractor agreements that spell out details about how those independent contractors will get the work done? If so, you may soon face a class-action lawsuit from some of those contractors. That’s because the California Supreme Court has now made it easier to file class actions based on little more than what is in those contracts.
Using arbitration agreements can save time and money by keeping cases out of the court system. But if the agreement isn’t drafted well, the end result may be more litigation rather than less.
The California Supreme Court has ruled that federal immigration law does not preempt a California law that extends state law protections to all workers regardless of their immigration status. However, the court held that federal law does preempt state law on the issue of liability for lost wages for any period after an employer discovers that an employee is not authorized to work in the United States.
If your workplace is prone to injuries, get ready to submit more paperwork to OSHA.
Cases heard starting Oct. 6 will decide questions involving the reach of federal agencies that enforce employment laws.
Q. As the owner of a Texas company, I want to institute a policy that strictly forbids employees from bringing guns to work—both into the office building and in the parking lot outside. Can I legally draft such a policy?
Q. A number of my employees have stated that they will not be able to vote in the upcoming statewide election because their local polling centers are only open during these employees’ work hours. Should I give them some time off during the day to vote?