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 453
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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, employees who finally come forward and allege they worked in hostile work environments will reach back years—even decades—to catalog the harassment they claim they experienced. The sheer weight of the list may unfairly sway juries. But fortunately for Michigan employers, there is no continuing-violation claim available under the Elliott-Larsen Civil Rights Act ...

Michigan employers must comply with Michigan’s Persons with Disabilities Civil Rights Act (PWDCRA) and the federal ADA. Although the laws are similar, there are differences employers need to understand ...

Timing is everything, especially when it comes to retaliation. That’s why it’s crucial for supervisors and managers to understand: Once an employee has filed a complaint, don’t suddenly start enforcing rules you let slide before. If you do, the likely result will be a retaliation lawsuit ...

Here’s another reason to tell managers and supervisors that any and all sexual harassment must stop: Even if it has been years since an egregious act of sexual harassment, recent subtler incidents can revive the claim. That’s why it is important to stop harassment in its tracks—and then monitor the situation. You can do that by checking back with the accuser on a regular basis ...

When employees lose their jobs, they naturally wonder why they were chosen. Employees who recently have complained about discrimination—real or imagined—often do more than wonder. They often jump to the conclusion that they have been fired in retaliation for complaining. That conclusion can lead to a lawsuit. Be prepared with solid and rational reasons why you chose the employee who got the ax ...

The National Labor Relations Board (NLRB) has accused Manhattan’s Saigon Grill restaurants of illegally firing 22 delivery drivers because they requested minimum wage. The workers complained they were paid as little as $120 for a workweek that sometimes reached 75 hours ...

Q. We’re a small company with about 45 employees, but we have another 20 employees who are temporary. Do we have to count the temps when complying with the EEO or other employment laws? ...

Accurate, up-to-date and comprehensive job descriptions are essential in defending against all manner of employee lawsuits. As the following case shows, you can’t argue that an applicant doesn’t have the necessary experience or education if your job description doesn’t list those qualifications ...

The 5th Circuit Court of Appeals, which has jurisdiction over Texas employers, has refused to say that Title VII prohibits the use of polygraph examinations in harassment investigations. Now juries get to decide whether forcing an employee to undergo a polygraph exam is retaliation for filing a complaint ...

Employers are finding it harder to get age discrimination cases dismissed early. They also are learning that beating age discrimination suits requires rock-solid evidence of fair and equal treatment—and a genuine, legitimate reason for discharging the employee that has nothing to do with age ...

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