Employees who request accommodations should always be treated with care; otherwise you risk stepping on a retaliation land mine.
Here are two key categories: What is work? And who is an employee?
Employers should continue to assume that non-student interns are paid employees and should consult with counsel on whether student interns should be paid.
Title VII’s religious accommodation provision is the law of the land, and it does not permit value judgments based on the religion of the person making the request.
You should review, with your labor and employment counsel, your handbook and other workplace policies for compliance with the NLRB’s Purple Communications rule.
Just like bullying isn’t tolerated in the pages of Workforce.com, there’s no place for it in the workplace either.
Employers should review their employment policies and practices to begin interpreting spouse to include same-sex spouse.
This loosening of the proof standard has the potential to be significant.
While this opinion has garnered tons of news coverage, at the end of the day, it's just not that big of a deal.