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The Supreme Court on June 24 ruled that employees can only win retaliation lawsuits if they can prove that their employer retaliated solely because of the employee’s protected activity. The 5-4 decision in University of Texas Southwestern Medical Center v. Nassar was another significant victory for employers that should limit liability.
The Texas chapter of the AFL-CIO is opposing a bill introduced in the state House of Representatives that would criminalize payroll deductions for contributions to political action committees.
If an employee has signed an agreement promising to arbitrate employment claims, tell the court right away and ask it to compel arbitration. Otherwise, the court might decide that you waived your right to ask.
With North Carolina owing over $2.5 billion to the federal government, Gov. Pat McCrory signed a bill reforming the state’s unemployment insurance system shortly after he took office in January. The law applies to new unemployment claims filed on or after July 1, 2013.
Minnesota has become the 12th state to legalize same-sex marriage, following enactment of legislation that requires employers to provide the same rights to same-sex couples as to opposite-sex couples in terms of health coverage and survivor benefits.
A New York case with a Hollywood connection is a timely reminder that, in almost all cases, employers must pay interns, no matter how menial their work is.
Problem: You decide to transfer Jim to a department to do different work that is performed primarily by women. The women there are paid less than what Jim was paid in his former job. Do you reduce Jim’s pay to the women’s level to avoid an Equal Pay Act claim?
Ten states already prohibit employers from requiring employees and job applicants to hand over their personal website passwords, and now the House of Representatives is considering similar national legislation.
Let’s face it: Some employees are a bit strange. Sometimes, their behavior may even be an indication of serious mental health problems. But before you rush to demand the employee get counseling or see a doctor, remember that the ADA prohibits such requests unless there is a clear business necessity for the exam.
Because the ADA requires employees to show they are disabled based on individual restrictions, a class-action lawsuit against an employer isn’t appropriate in most cases.