My main problem of the re-hearing panel’s decision is that the “common sense” it is applying is rooted in 1965, not 2015.
Employers face a very real risk of age discrimination if they do not treat each employee, of age any, as an individual, with individual talents and abilities.Read More
The way we communicate and how we interpret our interactions is largely based on tone of voice, body language, eye contact and casual social interactions.
If you plan on terminating an employee on performance, you need to have the goods to back it up.Read More
Retaliation are the most dangerous claims that employers face.Read More
Cyber-security, vaping, same-sex relationships, overly active federal agencies and pregnancy leave rights are all legal issues employers should be paying attention to this year. Read More
By relying heavily on the lack of payment to show lack of control, the 6th Circuit drew a line that will be difficult for most bona fide volunteers to cross to demonstrate employment status.Read More
It’s one thing to bind your managers and other high-level employees to a noncompetition agreement. It’s another to require the same of your low-level sandwich makers and cash-register operators.Read More
I question whether filing lawsuits without claimants is the best use of the EEOC’s limited resources.Read More
While this case does not necessarily spell the end of the independent contractor, it very well could be the beginning of trend of cases leading down this path.