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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.
You may think that employees understand their obligations when they sign noncompete and nonsolicitation agreements designed to prevent them from jumping ship and stealing your clients. Don’t make that assumption.
HR Law 101: Most organizations ask candidates to fill out a job application. Make sure that yours meets federal, state and local requirements. Don’t ask for information that could be considered discriminatory ...
HR Law 101: Two laws govern U.S. immigration policy: the Immigration and Nationality Act of 1952 and the Immigration Reform and Control Act (IRCA) of 1986, which was amended in 1990. For each new employee hired, U.S. employers must complete a Form I-9, Employment Eligibility Verification. The I-9 establishes the employee’s identity and legal work status.
When disaster strikes, smart employers have contingency plans in place to keep the business running. Such plans need to account for the kind of emergency facing the organization—and how it will handle the needs of disabled employees during and after the disaster.