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.

About 13,000 U.S. employers received letters recently alerting them that their company's injury and illness rates run "significantly higher" than national averages and warning them to shape up. The letters don't mean an automatic inspection, but they do increase the chances.

After a workplace investigation, check with all parties involved (including witnesses) to make sure they haven't been retaliated against. The case: During an investigation into misconduct, employee Donny Abbott told supervisors ...
Issue: What you don't say in a job-offer letter may be just as important as what you do say. Risk: Fired employees may try to use poorly written job-offer letters ...
Reminder: Keep your summary of job-related injuries and illnesses that occurred in your workplace last year posted until April 30. (Prior to 2003, you had to post that data only through ...
Alert managers that they can't demote, fire or retaliate in any way against employees simply because they ask you to accommodate their physical ailments. That advice holds true even if employees ...
Between Feb. 1 and April 30, many U.S. employers must post a summary of the number of job-related injuries and illnesses that occurred in their workplace last year. Your organization can ...
THE LAW. Don't believe employees' claims about their desktop privacy. Current laws give your organization wide latitude to monitor and restrict employees' use of e-mail, the Internet and other computer ...

Between Feb. 1 and April 30, many U.S. employers must post a summary of the number of job-related injuries and illnesses that occurred in their workplace last year (OSHA Form 300A, not the complete Form 300 log).

If you're fed up with an employee's conduct, consider entering into a "last-chance agreement" with the worker before cutting him or her loose.

Issue: Misrepresenting a job offer by failing to disclose key facts or overselling the position.
Risk: Hiring managers who don't tell the full story about a job could expose the ...