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There may be a class-action lawsuit lurking in your delivery charges if you automatically tack on extra fees for delivering pizza or other food directly to homes or businesses and that money doesn’t go straight to the delivery drivers.
Supervisors don’t have crystal balls that help them tell the future or read employees’ minds. Unless an employee expresses an interest in being promoted, they don’t have to consider him for open positions.
The Court of Appeal of California has handed a significant victory to employers that use arbitration agreements as a condition of employment. As long as the underlying terms of the agreement are fair and the arbitration process impartial, the court will send a case to arbitration even if the employee had no choice but to sign the agreement.
Over the past couple of decades, there has been much debate over whether arbitration agreements can successfully prevent employees from asserting discrimination and other employment-related claims in court. Arbitration is seen as a risk-limiting tactic because juries are removed from the equation. Lost in this debate, however, is a simpler and perhaps more reliable means of managing an employer’s risk: a jury waiver.
Q. Can you tell us how the recent amendment to the Illinois Human Rights Act affects employers?
The rules regarding union representation and unfair labor practices are complex and confusing for employees and employers alike. That’s reason enough to get expert help with any union-related problems, including what to do when employees vote out a union.
Do you worry that encouraging someone to retire when he’s facing disciplinary action could backfire? Relax. In most circumstances, a voluntary retirement that isn’t pressured or forced because of a threat of imminent discharge isn’t considered a constructive discharge.
Minnesota law doesn’t give employers a clear right to demand the return of copied documents when an employee leaves. It’s one reason that you may want an employment contract, noncompete agreement and confidentiality guarantee all wrapped up into one for employees who work with sensitive information.
Finding a reasonable accommodation is a two-way street. Both the employer and the disabled employee are supposed to engage in the ADA’s interactive accommodations process. But part of that interactive process includes determining whether the employee is, in fact, disabled. If he’s not, the process need go no further.
Employers, not disabled employees, have the right to decide which reasonable accommodation will be used. As long as the accommodation works and the employee is able to perform her job with it, no additional help is due.