I have yet to read an opinion that suggests that legalized marijuana requires accommodation by employers for workplace use, even for medicinal purposes.
When it comes time to demote an employee, transparency is key.
This case is a scary reminder of how far the NLRB and its judges will go to fine protected concerted activity.
While we wait for the law the catch up to society’s opinion on LGBT rights, federal agencies are doing the best they can to modernize these laws.
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.