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 American Bar Association's latest survey of ADA employment discrimination cases says companies prevail 94.5 percent of the time in court and 78.1 percent of the time in administrative complaints ...
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 ...
THE LAW. Pre-employment tests are an effective tool to discover applicant's skills or abilities that can't be gleaned from an application or interview. And ...
Issue: Repetitive-stress injuries didn't disappear just because OSHA's mandatory rules were repealed.
Risk: Ergonomic injuries hurt productivity and, surprisingly, you're still vulnerable to government penalties ...
Issue: Courts may hold your harassment-prevention efforts to a higher standard when young workers are involved.
Risk: Big court judgments, ugly PR and damaged morale ...
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
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.
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.