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Employment Law

Need employment law advice? Your employee’s hungry attorney knows the latest on employment at will, reasonable accommodations, and more.

Minimize employer liability, optimize labor relations, bullet-proof your employee handbook and update your knowledge of ADA guidelines with our employment law advice.

On May 21, 2008, the Genetic Information Nondiscrimination Act (GINA) was signed into law. The EEOC issued final regulations on Nov. 9, 2010, which took effect Jan. 10, 2011.
Here’s an unexpected case in an age when so many people are either unemployed or underemployed: The government is prosecuting someone for holding down two full-time jobs—while on leave from a third job.
The Chinese fast-food chain Panda Express faces a national overtime lawsuit after a federal district court judge in New York ruled the case could move forward as a class action.

HR Law 101: Your employee handbook should include statements on these topics: a welcoming letter from the CEO, rules and procedures, your employment policies, compensation and benefits, safety and health rules, an affirmative action statement and an acknowledgment receipt form ...

In a public hearing this summer, business groups weren’t shy in blasting a proposal by the National Labor Relations Board that would expedite the process by which employees vote on forming a union. Brian Hayes, the only Republican member of the NLRB, called the push for such “quickie” or “ambush” elections a “radical manipulation of our election process.”
Employers that want to maintain a productive workplace are smart to set limits on the websites employees can visit. Consider the following case, in which an employer was able to use its Internet policy to terminate an e­mployee whom co-workers and super­visors feared might do them harm.
You may have noticed a slight chill in the air recently. For the second time this year, ICE has notified 1,000 employers that it plans to inspect their Form I-9 records. Whether your company has received a Notice of Intent to Audit or you have been lucky enough to avoid one until now, it is important to understand how a NOI may impact your organization.
While you shouldn’t punish employees who complain about working conditions (pay, perks, supervisors, etc.) on social media sites, you don’t have to tolerate overt insubordination or workers who violate confidentiality rules.
HR pros spend a lot of their time ensuring that their companies comply with the law so they don’t wind up in court and lose big bucks to a jury verdict. But more and more, they find themselves defending not their employers’ bottom lines, but their own bank accounts. How big is the risk? Try six figures—or more.

OSHA recently reintroduced the idea of a proposed rule that would require employers to report work-related musculoskeletal disorders (MSDs)—ergonomic injuries like carpal tunnel syndrome—on their OSHA 300 injury and illness logs.