Get out the broom: Potential discrimination can’t be swept under the rug without fear of retaliation anymore.
The ABA Journal inducted me into its Blawg 100 Hall of Fame, the fourth year the magazine has bestowed such an honor.
How many employees understand the need to share Form 1095 with other family members, especially adult children?
We must resist the urge to fight this new war in our workplaces by harassing and otherwise discriminating against those who have the right to work, and enjoy that right free from discrimination and harassment.
If you’re looking to draft an employee off-duty access policy, you could do a whole lot worse than one the NLRB has already blessed as kosher.
The FCRA doesn't regulate how employers use background checks but instead regulates the hoops through which an employer must jump to use legally obtain them.
Even though employers hold a legal privilege to provide a negative reference, the costs from potential litigation is enough of a deterrent to make negative job references almost non-existent.
If your business is a place of public accommodation, you should be training your employees on their obligations to accommodate disabled people.
While employees must think before they click, employers must think longer before they discipline for fire because of that click.
It appears that Ohio’s proposed off-duty conduct law is a whole lot worse for employers than Colorado’s similar (but very different) statute.