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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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A Lucent Technologies employee sought reasonable accommodation under New Jersey’s Law Against Discrimination after claiming a female employee sexually harassed him and retaliated against him for reporting her behavior. Among other things, the man alleges the co-worker touched his head with her breasts on one occasion, made five sexually suggestive comments over a period of several months, and wore tight-fitting, sexually provocative clothing ...

Many employees have some type of medical condition or disability that affects their ability to perform their jobs. Employers need to understand their obligations to disabled employees and the rights granted to disabled employees under New Jersey law. A decision recently handed down by the New Jersey Supreme Court clarifies exactly what obligation employers have to accommodate disabled employees under the New Jersey Law Against Discrimination ...

Jeffrey Hawthorne, a Mercer County Children and Youth Services (CYS) caseworker, sued the agency for gender discrimination, alleging his supervisors wanted to create an “all-female work force,” and “treated men differently from women” ...

Q. What standards must Pennsylvania employers follow when drafting noncompete agreements? ...

A trio of closely watched national salary surveys say that employers plan to dole out annual pay raises of about 3.8% in 2008. The biggest trend: Employers are devoting an increasing amount of their salary budgets to bonuses. Here's how to keep your bonus programs fair and legal...

The Indiana Wage Payment and Collection Act seems like it should be rather simple, but it’s perhaps the most complicated employment law in the state. Full of traps for the unwary, the law can spell big trouble for even innocent mistakes. The law covers all Indiana private employers, even those with only one employee, and requires employers to pay their employees biweekly ...

Indiana’s child labor regulations generally follow federal law but have some interesting twists that can trip up employers. Minors are prohibited from working in any hazardous occupation designated by the federal Fair Labor Standards Act. Children ages 14 and older must obtain a work permit signed by their parent or guardian and approved by their school. Employers hiring minors must insist on verifiable proof of age. You may not use the fact that a minor misrepresented his or her age as a defense ...

Employers can’t cater to every customer’s whim, but they can respond to complaints about employee behavior without worrying that a judge will second-guess their decision ...

Employees with disabilities may be absent more than other employees. That doesn’t mean you can’t reasonably ask about those absences. In fact, courts have ruled that it’s not necessarily harassment even when supervisors land hard on disabled employees who are frequently no-shows ...

The North Carolina Wage Payment and Collection Act seems like it should be rather simple, but it’s perhaps the most complicated employment law in the state. Full of traps for the unwary, the law can spell big trouble for even innocent mistakes. The law covers all North Carolina private employers, even those with only one employee, and requires employers to pay their employees monthly ...

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