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Sometimes, employees fake or exaggerate injuries in the hopes of getting paid time off. If you suspect that’s going on, don’t get angry and put vindictive roadblocks in the employee’s way. Instead, treat him the same way you treat everyone else.
You don’t have to create permanent light-duty work for injured workers, as the following case shows.
OSHA has slapped Symmetry Turf Installations with two citations for serious safety violations after one of its employees died of heat stroke.
With the end of the year approaching, you’re probably assessing 2012 performance and planning for 2013. As you take stock of the past and set future directions, take the time to review employment agreements and policies designed to protect your intellectual property assets.
Judges tend to bend over backward to help so-called pro se litigants—individuals who decide to represent themselves in court. Sometimes, an employer’s best bet is to settle for a small amount—or urge the former employee to find an attorney.
When the 2011 baseball season ended, Philadelphia Phillies General Manager Ruben Amaro fired Ali Modami, the team’s batting practice pitcher. Now Modami has filed a $100,000 defamation suit against Amaro and the team.
The Camp Hill-based Rite-Aid drug store chain will pay $250,000 to settle a disability discrimination and retaliation complaint filed by an epileptic former worker at one of its Maryland facilities.
In a decision that could invalidate more than a year’s worth of National Labor Relations Board rulings, a federal appeals court said President Obama exceeded his constitutional authority when he made three recess appointments to the five-member board. If the Supreme Court upholds the verdict, hundreds of NLRB rulings will be tossed out.
Q. Can we change employees’ work hours on short notice by altering their schedules? Also, we have a part-time employee who’s been employed for a few months working 32 hours a week. She’s preparing to return to work after recovering from a car accident. Can we reduce her work hours?
If you’re sued, how much will you have to pay? If your case has just one plaintiff and no “horrible facts” that would make a jury cringe, expect to pay between $0 and $50,000. If you have lots of plaintiffs and super-horrible facts, expect to pay more than $1 million …