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Amendments to Labor Code Chapter 2.5 implementing AB 1844 took effect Jan. 1. The amendments bar employers from asking employees or job applicants for any social media account information.
Consult your attorney before settling any internal discrimination complaint. If the employee has already filed an EEOC or other complaint, giving her what she originally wanted may not be good enough unless there’s a formal, binding settlement agreement.
Q. If we see in the local paper that one of our employees has been charged with possession of an illegal substance, is that enough cause to have him take a drug screen?
Hourly employees’ use of smartphones (as well as online email access from remote locations) has boosted worker productivity. However, it has also substantially increased the risk of off-the-clock-work violations.
Late in 2012, the NLRB left many employers scratching their heads—and pulling their employee handbooks off the shelf. Until recently, the NLRB pretty much limited itself to dealing with labor unions and the right to organize, leaving employers alone as long as no union activity was involved. That’s all changed in the past year.
A labor dispute forced the Minnesota Dance Theatre to use recorded music instead of a live orchestra for December’s holiday presentation of “The Nutcracker” ballet. According to the union representing Twin Cities classical musicians, the sticking point wasn’t monetary, but artistic.
Judges don’t want to waste their time on frivolous litigation; they’ll usually act fast to dismiss sham lawsuits. That’s especially true when it is obvious the employee is complaining about what, at most, constitutes a slight inconvenience, like a shift change.
The U.S. Department of Justice has reached a settlement with the city of Selma, ending a lawsuit that alleged violations of Title VII of the Civil Rights Act.
Sometimes, employees fake or exaggerate injuries in the hopes of getting paid time off. If you suspect that’s going on, don’t get angry and put vindictive roadblocks in the employee’s way. Instead, treat him the same way you treat everyone else.
You don’t have to create permanent light-duty work for injured workers, as the following case shows.