Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 30
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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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If an agreement includes specific disciplinary provisions, it’s up to an arbitrator to determine if an employee violated the rules. But if the agreement spells out the punishment, the arbitrator is not free to modify the penalty.
The fate of the Department of Labor’s long-delayed new overtime pay rules will not be known for several more weeks. That doesn’t bode well for their eventual enactment.
Summit Brewing in St. Paul is suing its former vice president of sales for providing trade secrets to a direct competitor.

If you advertise job openings and someone does not apply, they’re going to have a hard time proving that you discriminated against them.

A federal appeals court has decided ADA disability discrimination claims can continue even though the employee has died.
All the math adds up to one conclusion: Employers better get their pay systems right.
Retaliation passed race discrimination as the most common EEOC charge in 2009.
An employer has learned the hard way that taking draconian action against an employee who might have filed false harassment charges usually isn’t a good idea.
If you use arbitration agreements to resolve workplace disputes, make sure you can prove that the employee actually agreed to the terms.
Employees who claim their employers discriminated against them must be able to prove that they suffered some sort of action that was “adverse,” not merely uncomfortable, inconvenient or even unfair.
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