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Gov. Jerry Brown recently signed bills enacting several new employment statutes. Each becomes effective Jan. 1, 2012. Here’s how the new laws affect private employers.
Here’s an unexpected factor to consider when an employee requests part-time work following childbearing leave: How you set her pay rate may create Equal Pay Act problems.
While many district courts have found that commuting to work falls outside of the realm of an employer’s obligation to provide reasonable accommodations for disabled employees, some courts have opted to expand upon the ADA by ruling otherwise.
Q. I’m aware that California law generally does not allow employers to use noncompete agreements. Are there any noncompete agreements that California courts will enforce?
Resourceful defense attorneys have tried a few legal tactics to help employers defend against wage-and-hour class-action lawsuits. One strategy is to “tender an offer of judgment” to the named plaintiff before the case gets to the collective-action certification stage. Unfortunately, the 3rd Circuit Court of Appeals has removed this arrow from defense counsels’ quiver.
When an employee files for bankruptcy, he’s supposed to list any claim he has against an employer as an asset—for example, a lawsuit that requests monetary damages. But what happens if the employer files for bankruptcy? Does the employer have to list any claim against it as a liability?
Many employers have workplace violence policies that prohibit employees from possessing firearms in or around the workplace. They’ll have to rethink those policies, now that Texas has a new law that limits most employers’ right to bar employees from having firearms in vehicles parked at employers’ parking areas.
From electronic employment verification to maternity insurance, California employers have new issues to consider, following recent enactment of these laws:
Good news for public colleges and universities: When staff blow the whistle on alleged wrongdoing and the institution has a sound policy for dealing with such allegations, the employee can’t also take the claim to federal court.
Fine Fare Supermarkets faces $62,000 in fines after OSHA inspectors found that all five emergency exits at a store in Brooklyn were kept locked during the night shift. OSHA standards require employees to be able to open an exit route door from inside at all times, without keys, tools or special knowledge.