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The California Division of Labor Standards Enforcement has slapped citations worth more than $1 million on a warehouse company in Chino, alleging that 865 employees were cheated out of overtime pay they had earned, and didn’t get required 30-minute meal breaks.
The IRS has released regulations to explain the hefty penalties that covered employers would face under the Affordable Care Act if they fail to offer employee health insurance starting in 2014.
Attorneys who represent workers on meal-and-break-pay claims like to keep those cases in state courts. Employers usually prefer the federal court system. But getting a case moved to federal court isn’t as easy as it used to be.
Generally, members of the military released from active duty service are entitled to return to their former jobs. But what happens if bad economic times force a layoff before the employee returns to work? Is he exempt from the cuts?
Sometimes, there’s no way for an injured employee to perform the essential functions of a job, despite medical intervention. When that’s the case, it may be time to look for other options.
Does your handbook clearly spell out that employees are truly at-will employees? If not, be sure to add language doing so the next time you update your handbook.
OSHA recently issued a public warning, reminding that “employers must train all employees, including temporary workers, on the hazards specific to that workplace, before they start.”
The Court of Appeal of California has finally answered a vexing question: Employers can order employees who receive direct customer tips to turn over some of the money to be redistributed to other employees who provide additional services.
Forty-five thousand Kaiser Permanente employees in California will start receiving new union ballots April 5 following a National Labor Relations Board ruling that a 2010 election was invalid.
Q. We recently disciplined one of our employees for a handbook violation. She has since alleged that she was the victim of harassment. We are now facing a retaliation claim from this employee. How should we respond to such retaliation complaints?