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If you’ve been worried that some of your workers may be incorrectly classified as independent contractors, but leery about opening a legal can of worms to fix potential problems, Uncle Sam is offering to cut you a break.
A federal judge has issued a temporary restraining order that prohibits a New Jersey hospital from forcing 12 nurses to participate in training or services related to abortions.
The 9th Circuit Court of Appeals has reversed a lower court decision that allowed a teacher to display banners with the word “God” in the classroom.
Many frivolous lawsuits are filed by individuals who represent themselves—and who are so poor that they are exempt from paying filing fees. Courts are now refusing to allow appeals without payment of those fees if it seems clear the appeal would be brought in bad faith.
Here’s an important note for companies that use subcontractors to carry out work. The state Division of Occupational Safety and Health can cite your company for on-the-job injuries if it appears you were a controlling employer.
When an employer loses a discrimination or other job-related lawsuit, the employee who sued typically recovers attorneys’ fees in addition to any lost pay or other damages. The same isn’t true if the employee loses.
The National Labor Relations Board has ruled that private-sector employers must post a notice advising employees of their right to join a union. And a new amendment to the New York City Human Rights Law imposes a higher burden on employers that assert that accommodating an employee’s or prospective employee’s religious observance or practice would constitute an “undue hardship.”
An administrative law judge has ruled that Norfolk Southern Railway must pay a former employee $122,199 in compensatory and punitive damages after it violated the worker’s rights under whistle-blower provisions of the Federal Railway Safety Act.
Former Cincinnati city employees’ union president Diana Frey has pleaded guilty to federal charges of embezzling more than $750,000 from the Cincinnati Organized and Dedicated Employees (CODE) union.
Don’t give in to the temptation to save money by writing your own arbitration agreements or using a standard template available from many arbitration services. Instead, have your attorney review your organization’s unique needs and draft a custom agreement.