Employment Law

Need employment law advice? Your employee’s hungry attorney knows the latest on employment at will, reasonable accommodations, and more.

Minimize employer liability, optimize labor relations, bullet-proof your employee handbook and update your knowledge of ADA guidelines with our employment law advice.

Q. What should we keep in personnel files? —G.T., Missouri

The Florida Commission on Human Relations will host its annual Florida Employment Law conference Dec. 11-12 in Orlando ...

If you use employment contracts for independent contractors or senior-level managers, make sure those contracts contain enough "wiggle room" to terminate for cause based on your subjective performance assessment ...

Rather than print out paper versions for each new employee, some employers have begun creating electronic-only employee handbooks. With each new hire, HR simply points the person to the online handbook, and tells him or her to read it and sign an acknowledgment form. Online handbooks cut costs and make it easier to amend your policies. But such a strategy could be legally risky ...

While employers should typically use the same education and experience requirements for all applicants for the same position, they needn’t do so in every case ...

Q. One of our employees has multiple sclerosis and isn't meeting our production standard, which calls for 70 percent production level. This employee is achieving only a 59 percent level. From an ADA standpoint, what would be a reasonable accommodation? —M.R., Pennsylvania

Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation? —R.M., Illinois

Q. We terminated an employee after we caught him downloading software and movies onto his own CDs and DVDs. After he left, we found discs that contained copied movies in his desk. Now he's asking for his belongings back. Are we required to return the discs? —D.V.

Many employers who have progressive discipline and no-fault attendance programs believe they must stick to progressive discipline for every attendance infraction. But that's not so ...

If you plan to terminate an employee who recently returned from military duty, you need a clear, business-based reason for your action. You can't fall back on "at-will status" as a reason for firing in such cases ...