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Following reports of numerous Minnesota nurses continuing to practice despite failing to abide by the state’s substance abuse diversion requirements, State Rep. Tina Liebling has introduced legislation to require regulators to suspend noncompliant nurses.
What’s an employer to do when it becomes clear employees want to vote on a union? One strategy may surprise you.
Some professions in the public sector may benefit from constitutional protections more than other employees.
Here’s another reason to stay on top of deadlines: If you plan on appealing a decision to grant unemployment benefits for a former worker, don’t miss the 20-day deadline.
In January, the EEOC announced it had reached a settlement with Founders Pavilion, a former nursing and rehabilitation center in Corning. The EEOC had sued, alleging that Founders violated the Genetic Information Nondiscrimination Act. The case marked only the third time the EEOC has brought a lawsuit alleging an employer violated GINA. It was the first time a GINA suit alleged systemic discrimination.
In recent years, courts have consistently supported employers’ use of arbitration agreements in employment settings. During the past few terms, the Supreme Court of the United States has issued several decisions upholding their use.
Lancaster-based Horizons Healthcare fired a nurse after she refused to have a flu vaccine. The company requires its employees to get flu shots to limit potential epidemics. The nurse offered to wear a mask while on duty, instead. It’s a case that has yet to result in a lawsuit—but it could.
The NLRB has ordered the Pittsburgh Athletic Association to forward union dues it collected from its employees to UNITE HERE Local 57, the union that represents club workers. The union’s NLRB complaint alleged that the club stopped remitting the dues in November 2012.
Recently, lawyers representing former employees have been pushing the envelope in thinking of new ways to make employers pay big bucks. Fortunately, courts aren’t accepting some novel arguments, like the one in the following case.
If you decide to countersue an employee who takes you to court over work-related issues, make sure your suit is really tied to the employee’s claim. If it isn’t, you’ll have to file a separate lawsuit.