My biggest critique of the Abercrombie ruling is it forces an employer into the unenviable position of applying stereotypes to make educated guesses.
As a publicly traded company, employees who lodge complaint about financial improprieties or other financial issues require special treatment.
Employers must be careful in drafting settlement agreements that involve 'no employment' or 'no re-employment' provisions.
Do you have employees who cannot show up for work on time no matter what? It appears there might be a medical explanation for their chronic lateness.
You need to take a long, hard, look at which of your employees you are requiring to connect when they are off the clock.
Though laws on noncompete agreements vary by state, they are no longer confined to highly specialized industries.
In Nutritionality, Inc. d/b/a Freshii, the NLRB issued an advice memorandum concluding that the franchisor is not a joint employer with the franchisee.
This is an issue you should be discussing with your employees and building in your EEO/anti-harassment training.
When an employee complains about a health problem at work, do your diligence. Determine if the employee is requesting an accommodation.