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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.

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One wrong provision can force you into court to litigate the validity of the agreement before you ever get to arbitration.
HR professionals sometimes warn managers that suspending an employee without pay can backfire—even if it’s for what seem like legitimate reasons. The problem is the potential for a retaliation lawsuit if the employee has previously complained about discrimination.
A former Fox News Radio correspondent claims she was fired less than 24 hours after using a company hotline to voice concerns about gender discrimination. Fox has labeled the charges “meritless” and claim her job was axed due to budget cuts.
Christner Farms in Dawson, in the southwest corner of Pennsylvania, has paid almost $22,000 to settle charges it filled positions with H-2A visa holders but refused to hire a qualified American citizen.
When employees complain about potential workplace discrimination and harassment, smart employers take it seriously. Nothing short of a thorough investigation will do. If you drop the ball and don’t take quick action, it could wind up costing your organization dearly.
If you employ drivers and rely on the Motor Carrier Act to avoid paying those drivers overtime, be aware that any modification to vehicles that otherwise would fall under the law could so alter the vehicle that drivers are covered by the Fair Labor Standards Act instead.
Testifying at his confirmation hearing July 13, William Emanuel, nominated to fill a pot on the National Labor Relations Board, faced skeptical questioning from Democratic senators.
President Trump is expected to nominate Cheryl Stanton to serve as administrator of the Department of Labor’s Wage and Hour Division.
The House Appropriations Committee has proposed an 11% smaller budget for the Department of Labor next year.
Most “English-only” policies violate Title VII of the Civil Rights Act. They are not strictly unlawful, but courts and the EEOC have regularly ruled that employers must be able to demonstrate a legitimate business reason for having such a policy.
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