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.

Page 501 of 544« First...102030...500501502...510520530...Last »
If your organization's job application doesn't include a "statement of accuracy," add one fast. In signing, applicants promise they've given complete and accurate answers. Such statements provide a solid legal basis ...
When you provide references about former employees, keep quiet about whether the ex-employee had sued the company in the past. And train managers to do the same. Spilling the beans about ...
Make sure all versions of your company policies, whether in employee handbooks, online policies or even offer letters, contain clear at-will employment statements.
As this ruling shows, you won't be ...
When employees tell you they're ready to return from leave taken under the Family and Medical Leave Act (FMLA), restore their jobs as soon as possible. Once employees are capable of ...
Here's a vexing question faced by many HR professionals: Can employees be considered "disabled" under the Americans with Disabilities Act (ADA) even if their disability can be controlled by medication or ...
Now's a good time to make sure your organization is complying with child labor laws and doing all it can to
prevent harassment against young employees.
Why? With sexual ...
Employers confused over how to comply with the Uniformed Services Em-ployment and Reemployment Rights Act (USERRA) now have new guidelines to follow. For the first time since USERRA's passage in 1994, ...
OSHA is pushing more information to Hispanics about workplace safety and their rights as whistle-blowers on your company's safety violations.
OSHA recently added new sections to its Web site, including ...
If you have a vague (or nonexistent) vacation policy, you're simply asking for a lawsuit. That's why it's important to make sure your organization clearly spells out whether employees can roll ...
Federal anti-discrimination law says you must offer reasonable accommodations to employees' "sincerely held religious beliefs or practices," as long as the accommodation wouldn't place an undue hardship on your organization. But ...