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

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.

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?

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.

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. 

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.

The Obama-era plan to raise the salary threshold for overtime-exempt employees from $23,660 to $47,476 died in the courts. Now the DOL says it’s looking into a more modest raise in the threshold—somewhere near $33,000. But some states aren’t waiting.

If you are thinking of establishing a system of commissions to create new sales incentives, consult your attorney first. Errors are common.

Except in very rare circumstances, an employer isn’t obligated to provide an accommodation for a disabled worker who doesn’t ask for one. Otherwise, employers would be stuck having to read their employees’ minds.

With the rise in GPS technology, employers have unprecedented access to their employees’ whereabouts. However, before an employer begins using GPS to monitor employees, it should consider the related legal ramifications and employee privacy issues.

When a sexual relationship between a supervisor and a subordinate ends, there’s likely to be trouble in the workplace. If the subordinate is complaining about how her former lover is treating her at work, the only safe course of action is to remove the supervisor entirely.

In order to claim a worker is exempt under the administrative exemption of the California Labor Code, an employee must do work directly related to management policies or general business operations of his employer or employer’s customers. Mere support work doesn’t count.

Here’s a decision that may complicate matters for employers that use arbitration agreements to keep employment disagreements out of federal courts.

A federal judge in California has issued a ruling that should delight gig economy businesses.

The Minneapolis ordinance requires large employers (those with $500,000 or more in gross annual revenue) to pay $15 per hour by July 1, 2022.

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