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.

Monitoring employees with video cameras probably doesn't violate employee privacy rights, but employers should make sure they don't step over the line of reasonable privacy concerns, such as monitoring dressing rooms ...
It’s been going on for years: Business owners frequently clash with the IRS over worker classifications.
Here's a true story that should put a good scare in managers who think they're doing every­thing right and underestimate their chances of legal exposure:
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:
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 ...
Retaliating against employees for filing harassment complaints is an obvious no-no. But that doesn't mean employees automatically earn a "Do not touch" label ...