Joint employment is clearly an enforcement priority for the Wage and Hour Division.
Because more courts are accepting transgender-bias claims under Title VII, (un)conscious biases could undermine an otherwise legitimate termination.
What did your employment attorney give you? How about Facebook firings, collective actions, FMLA notices and trade secrets to name a few.
When an employer offers an employee a severance agreement, it wants to be done with the employee. It is paying severance in exchange for finality.
A history of accommodations with an employee will serve as your best defense to deflect a subsequent discrimination claim by that employee.
Employers must be careful in crafting their arbitration agreements in order to get the full benefit of the bargain.
We have come a long way since ignorance labeled AIDS 'gay cancer.' Still, HIV and AIDS carry a certain stigma, which employers must avoid.
Employers must remain alert regarding individuals that the employer does not view as employees may nevertheless be found to be employees.
If you do nothing other than apply a blanket policy, you will have a hard time showing a court that you engaged in the required individualized assessment.
Extreme flatulence is one thing, but when you factor in 'uncontrollable diarrhea,' what else was this employer supposed to do?