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.

The IRS can hit you with dozens of different penalties if you fail to follow the letter of the tax law. They’re often arcane and difficult to understand. And although many of the penalties are relatively small on their own, they can add up quickly. So, a single mistake could snowball into hundreds or thousands of dollars.
“I’m from the government, and I’m here to help.” It may be the punch line to an old joke, but it can also be a valuable message that small business owners overlook.
The IRS tinkers with Form 1040 every year, and this year is no exception. In fact, your 2005 tax return reflects new tax-law definitions and rules, annual inflation adjustments to tax thresholds and various tax breaks for hurricane relief, just to name a few changes. Here’s the skinny on the biggest changes this year on a line-for-line basis.
Executive misconduct costs organizations an average of $900,000 a year: more than six times the cost of manager misbehavior. Harassment and other gender-related misconduct lead the list. So, what do you do?
Is sexual harassment beyond managers' control, or can you take steps to prevent it? Here are some points to consider:
You can't stop employees and low-level supervisors from comparing notes and speculating about management's motivations; the right to complain is practically ...

Wal-Mart execs were wearing egg on their faces last month, and possibly facing legal action, after news media published an internal memo in which a senior VP suggested "clever" ways to cut benefit costs ...

Issue: If an employee believes a boss's order is illegal, she can refuse to do it. And you can't punish her for that defiance.
Risk: You could run afoul of ...
When faced with a disabled employee, you must actively negotiate possible accommodations in good faith. That may seem obvious, but employers are constantly ...
Your organization can (and should) establish clear rules for whom employees should contact if they need time off. Those rules can specify one contact person ...