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 U.S. Supreme Court's pivotal rulings in the University of Michigan affirmative action cases this summer provide some direction on how far employers can go ...
In this post-Enron world, it’s important to show your staff (and
possibly, a court) that you’re serious about being a good corporate
Ever wonder if you’re being set up for a lawsuit? You might be if one of your employees has got you thinking about letting her work from home instead of coming to the workplace. Why? Because if you don’t set it up just right, a crafty plaintiff attorney— like me—may come knocking on your door.
Issue: Protecting your organization’s secrets from competitors and preventing staff from jumping to the competition.
Risk: Noncompetes won’t stick if they’re overly broad or cover too many employees.
Action: Determine which key employees could walk out with the most damaging information.
Issue: Avoiding liability for accidents and injuries at your company.
Risk: Big court damages if the injured person can prove your negligence.
Action: Fix potential hazards; warning signs and waivers won’t save you.
You’d think wanting your work force to look healthy and in reasonable
shape would be good for business, especially if your employees work
face to face with customers or clients. Not necessarily, if a recent
court case is any indication.
Layoff or firing? Probationary or “permanent” employee? Using the wrong employment-related terminology with an employee can expose your company to costly lawsuits. Here’s a look at five of the most common examples: 1. ‘Permanent employee’ “Employment at-will” is the rule in most states. That means you can fire an employee at any time, for any [...]
Don't be leery of requiring employees to sign mandatory arbitration agreements. As the following ruling shows, even if a court disagrees with part of your agreement, ...
Issue: Courts won't consider a manager "insubordinate" for ignoring a boss's order if the manager believes the order is discriminatory. Risk: Increases danger of retaliation ...
In spite of growing scrutiny from courts and regulators, most employers still do a poor job of managing e-mail business records and preparing for the likelihood ...