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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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Sometimes, it pays to take the time and spend the money to have legal experts carefully review your proposed actions.
Employers can’t assume that because an employee earns more than $100,000 per year and performs some duties that could arguably be considered exempt management tasks, they qualify for the FLSA’s so-called Highly Compensated Exemption.
Just because Republicans have their hands on all the levers of political power in Washington doesn’t mean they will be able to advance a cohesive agenda.
Republican lawmakers have been advancing bills that would limit employer liability in different types of lawsuits.
USERRA extends workplace protection to those who return to work after active duty. Essentially under USERRA, those employees are no longer at-will employees; you may only terminate them for cause.
If the employee never requested modifications to an accommodation, he won’t be able to claim later that the employer didn’t engage in the interactive process. The fault would lie with the employee.
If Alexander Acosta is confirmed as the nation’s 27th secretary of labor, he will join some illustrious company.
A Niagara Falls man has won back pay and other damages after filing an unfair labor practice complaint with the National Labor Relations Board against Laborers’ International Union of North America Local 91.
The D.C. Court of Appeals heard oral arguments March 9 in a case that challenges the National Labor Relations Board’s 2015 decision in Browning-Ferris, which expanded the definition of a “joint employer” to include entities that exert even indirect control over another organization’s employees.
A federal court in California has opened the door for mentally disabled employees seeking accommodations to request a transfer away from specific locations and individuals.
President Trump’s goal is to alleviate the regulatory burden on employers of all sizes.
Before you add even one more sensitive file to the server, find out just how secure your systems truly are.
Fallout from the Wells Fargo sham account fraud continues. The scandal, which broke last fall, recently cost four senior bank executives their jobs.
Here’s a cautionary tale for employers tempted to create a “make work” accommodation designed to drive a disabled worker to quit. Courts are likely to take a dim view of such a cynical strategy.
To protect the public from unlawful conduct, whistleblower laws make it illegal to retaliate against employees who complain to public agencies about employer actions that endanger the public or break the law.
A federal court has concluded that Minnesota’s sex discrimination laws include gender identity as a protected status.
Ignoring a request for accommodations may give the employee grounds for a lawsuit, even if it turns out that an accommodation wasn’t required.
With the nomination of Alexander Acosta to head the Department of Labor, the race is on to figure out where he stands on issues important to employers.
Employers that don’t respond to a former employee’s lawsuit are making a big mistake—even if they truly believe the lawsuit has no merit.
Only 10.7% of U.S. workers are now members of labor unions.
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