The 2011 ruling of Wal-Mart Stores Inc. v. Dukes continued to have a wide-ranging impact on virtually all class actions pending in federal and state courts throughout the country in 2013 cases.
In light of these historically frigid temperatures, I’m writing about workplace severe-weather policies, including including how to handle issues such as attendance, wage and hour, and telecommuting.Read More
I’ve written before about the need to put the 'human' back in 'human resources.' This case is a textbook example.Read More
With this issue on the EEOC’s enforcement radar, employers that deny time off for fertility treatments may find themselves as the start of the EEOC’s next infertility-related press release.Read More
If there is no religion supporting the request, then no law would prohibit you from banning Festivus at your company. Then again, why would you want to in the first place?Read More
‘It’s not what we say that matters, but how we behave,’ said new CEO Bernard Tyson.
Class action waivers are legal, so long as employees cannot reasonably read them to restrict their right to file unfair labor practice charges with the NLRB.Read More
The status of a graduate assistant must be analyzed based on the 'economic realities' of each individual.
Unless a bully is harassing someone because of a protected class (race, sex, age, disability, religion, national origin) bullying is probably legal.Read More
While religious-discrimination claims only comprise a small portion of all charges filed with the EEOC, they have more than doubled over the past 15 years, growing at a rate faster than race or sex claims.Read More