Until people fully understand that social media is erasing the line between the personal and the professional, these issues will continue to arise.
The mantra to 'document all performance issues' before terminating an employee is underscored by the court’s findings in the Landolfi case.
Comply with the EEOC regulations, because unless you’re Bugs Bunny, the hawk always wins.
The ABA Journal inducted me into its Blawg 100 Hall of Fame, the fourth year the magazine has bestowed such an honor.
Employers must remain alert regarding individuals that the employer does not view as employees may nevertheless be found to be employees.
An ostracism from a social network likely should not support a claim for retaliation.
An alternative to the highly sought-after H-1B visa, the L-1B visa helps maintain the smooth transfer of employees throughout affiliate companies and U.S. operations.
If you don’t have a document-retention policy, you should.
If you use selection criteria or tests for hiring (criminal records, credit records, etc.), you must maintain those records for all applicants.
Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.