Employment Law

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Employees who work for religious organizations, such as church schools, can’t sue for retaliation under Florida’s Private-Sector Whistleblower Act, even if the conduct they report is clearly illegal ...

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.

Q. My company offers 10 weeks paid maternity leave. Recently, a male employee asked whether he could take maternity leave. I said no, only women are eligible to take such leave. Was I right? —K.R., Maryland

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 ...

The EEOC and Jameson Memorial Hospital settled a federal lawsuit that was originally filed last February. The New Castle hospital will pay $50,000 to an African-American radiology technician who claimed the hospital denied him training opportunities because of his race ...

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 ...

In recent years, unions have pushed to organize well-compensated professionals. In response, employers have argued that those professionals form part of the management team and, therefore, are not eligible for union representation. Last month, the employers' view won out ...

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 ...

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