Employment Law — Page 2
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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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Employees who engage in so-called protected activity under Title VII cannot be retaliated against for doing so. But the definition of protected activity is narrow.

Under the disability discrimination provisions of California’s Fair Employment and Housing Act, employers are required to offer extended leave as a reasonable accommodation for disabled employees—as long as the employee provides an estimated return date.

Sometimes, it makes sense to simply agree to a disability accommodations request that sounds low-cost, easy to implement and convenient.

Follow these guides to crafting your company's sick-leave policy.

Employers with employees who work from home or far from the main office sometimes find themselves facing litigation in a state far from the main office. Making clear up front that lawsuits can’t be filed elsewhere may help.

A Maryland furniture delivery company has agreed to pay a spurned job applicant $94,541 to atone for not granting a religious accommodation.

Browning-Ferris is back! The National Labor Relations Board on Feb. 26 vacated a December 2017 ruling—Hy-Brand Industrial Contractors—that overturned the controversial Browning-Ferris decision.

A California employer didn’t violate the California Family Rights Act when it allowed a worker to return to light-duty work following an on-the-job light injury.

To claim whistleblower protection under the Dodd-Frank Act, financial services workers must have filed complaints with the federal Securities and Exchange Commission. So ruled a unanimous U.S. Supreme Court on Feb. 21.

Access to internal complaints should be on an as-needed basis. Restricting access to those files limits the number of staff members who can be accused of retaliation.

Courts are particularly unlikely to consider an arbitration agreement binding if it appears the employee did not understand what he was signing.

A company that operates residential care facilities in Mission Hills and Laguna Niguel has settled federal charges it violated the Fair Labor Standards Act.

In December, some high-profile businesses announced they planned to give bonuses to their employees. Other companies said they would raise the minimum wage entry-level employees receive, with corresponding increases for higher-paid staff. Both strategies recognize a tightening job market. Which one is right for your organization?

When HR staff make disparaging remarks about employees and their medical conditions, you can count on legal trouble.

On Jan. 4 this year, employees voted 248-44 in favor of joining NewsGuild, a union that represents more than 25,000 news workers across the country. Missteps by the Times’ parent company, Tronc Inc., may have tipped the vote toward unionization. 

How you handle disability accommodation requests may determine whether a worker receives unemployment compensation if you terminate her after she’s used up all her leave.

Disability protections under the Minnesota Human Rights Act differ from those set by the ADA. Employers covered only by the MHRA and not the ADA are free to reject a reasonable accommodation request without consulting with the employee.

Workers have just 300 days following an alleged violation to file an EEOC complaint claiming ADA disability discrimination. The clock starts ticking when the reasonable accommodation the employee requested is turned down, even if the employer then provided a different accommodation instead of the requested one.

National Labor Relations Board member William Emanuel should have recused himself from deliberations leading to the board’s December decision to overturn its 2015 Browning-Ferris ruling. That’s the conclusion of the NLRB’s inspector general.

A National Labor Relations Board attorney recommended dismissing an unfair labor practices claim filed by a Google engineer who says he was illegally fired for stating that women are biologically unsuited for computer coding.

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