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If you think the American with Disabilities Act only covers workers with physical disabilities, think again.
The ADA requires employers to reasonably accommodate applicants or employees with mental or physical disabilities who are qualified to perform the job’s essential functions with or without a reasonable accommodation. Still, it’s a tricky issue.
If you've held off on implementing changes to your organization's health benefits until the Supreme Court rules on the health care reform law, it's time to get busy.
The U.S. Supreme Court's decision to uphold the health care reform law means HR pros who handle health benefits are now under the gun to comply. A long list of milestones for implementing the ACA were established when the law was enacted in March 2010, and they remain in full force.
If your organization is required to keep track of employees’ injuries, take note of two OSHA interpretation letters.
The center of the HR universe is in Washington, D.C., this week, as the U.S. Supreme Court issues a key decision affecting hiring of undocumented workers and announces it will hear an important case concerning supervisor harassment in its next term. Oh yeah, and then there's that health care reform case, which should be decided Thursday.
The DOL recently gave the nod to national enforcement of regulations specifying that employees’ tips are their sole property, regardless of whether employers take the tip credit. This should serve as a timely reminder, since many teens and college students regularly earn tips during the summer.
There’s a good chance that what your employees actually do every day has little in common with what’s written in their job descriptions. That’s a problem. Inaccurate or incomplete job descriptions can cause legal liability for employers, especially if the EEOC or the DOL comes calling.
The federal Computer Fraud and Abuse Act (CFAA) doesn’t grant employers any legal recourse if an employee misuses information obtained from company computers, according to a recent Minnesota Federal District Court ruling.
USERRA is not a veteran’s preference law. It merely guarantees that service members can return to work no better or worse off than if they never left.