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A federal judge has sentenced the former president of GMP Allied Workers Local 284 to 12 months and one day in prison after he pleaded guilty to embezzlement charges. The union official admitted taking $124,181 from the Longview-based local between 2000 and 2011.
Attorney General Eric T. Schneiderman has signed a memorandum of understanding that allows his office to cooperate with both the federal and New York Departments of Labor to battle worker misclassification.
Even after months of nonstop media attention, about one-third of Americans say they’re still “not too” or “not at all” familiar with the Affordable Care Act.
The Pennsylvania Whistleblower Law protects employees of government agencies or employers that receive state funding from retaliation for reporting wrongdoing or waste. But the protection doesn’t extend to complaints about unwritten safety rules.
Are you considering adding an arbitration agreement to your terms and conditions of employment? If you do, make sure the contract includes a retroactive clause that makes arbitration the remedy for past complaints, too.
OSHA has ordered Gaines Motor Lines, a Hickory-based freight hauling company, to reinstate three workers and pay $1,070,123 in back pay wages, interest, compensatory and punitive damages to four former employees who warned about safety problems.
OSHA now offers whistle-blowers an online complaint form. Until now, whistle-blowers had to either write or call OSHA. The online form is designed to provide workers who have been retaliated against an additional way to reach out for OSHA assistance.
State Rep. Seth Grove has proposed legislation law that would prohibit local municipalities from enacting mandatory leave requirements for employers. Grove’s move comes after Philadelphia’s City Council approved a paid leave ordinance, only to have Mayor Michael Nutter veto it.
The NLRB has determined that retail giant Walmart threatened retaliation against employees considering staging protests on Black Friday in 2012.
In order to be binding, an agreement to arbitrate employment-related complaints needs to spell out the process. Employees (and former employees who signed the agreement) should not be left in the dark about how the process works. But you don’t have to include a specific contact person.