Employment Law
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OSHA has cited Steeleville-based Gilster-Mary Lee Corp. for safety violations after a dust explosion severely burned two employees.
Q. I heard that a new law allows criminal prosecution of employers that commit “wage theft.” Is it true?
Employees typically have just 300 days from the date an alleged discrimination occurred to file an EEOC ADA-related complaint. But the calendar grows longer if the employer conceals important facts.
Watch out if—like many Texas energy-industry employers—you also operate in Louisiana under the terms of a collective bargaining agreement that covers workplace safety. The 5th Circuit Court of Appeals just made life a little harder for you.
Apparently, Piping Technology & Products (PTP) is a noisy place—so noisy that management failed to hear OSHA the first time it cited the company a year ago. Now it must pay OSHA fines totaling $118,000 after inspectors discovered conditions leading to one willful and nine serious health and safety violations.
In April, the California Supreme Court finally issued its opinion in Brinker v. Superior Court. In a major victory for California employers, the court issued clear rules on how and when employee meal and rest periods must be provided.
Summertime is when employers can capitalize on an influx of eager school-age workers looking for seasonal jobs. Summer jobs can be great for both young workers and employers, but you should be mindful of federal and state child labor laws.
Earlier this year, the EEOC published Veterans and the Americans with Disabilities Act (ADA): A Guide for Employers. In the guide, the EEOC asks the following question: May a private employer give preference in hiring to a veteran with a disability over other applicants?
Finally! A court has figured it out. When disabled employees take leave under the ADA, it’s not always an open-ended ticket to calling in absent. If regular attendance is an essential element of the job, then calling in absent is not a “reasonable” accommodation …
The ADA requires employers to reasonably accommodate applicants or employees with mental or physical disabilities who are qualified to perform the job’s essential functions with or without a reasonable accommodation. Still, it’s a tricky issue. Five questions and answers from recent court cases and EEOC guidance:
