Much more often than not, requests for accommodations are not the demarcation on a battleground, but the call for a middle ground.Read More
Employees should be cautioned of the consequences of falsely claiming to be U.S. citizens. Also, employers should ensure that Form I-9 documentation is finalized by applicants.Read More
Injuries at voluntary work-related events may be compensable if there is an expectation of participation, especially for a manager who organized the event.
Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Courts will hold you to your word if you mis-represent FMLA eligibility to an otherwise ineligible employee.Read More
Whether or not an employee is entitled to a religious accommodation is not dependent upon whether or not you happen to agree with the employee’s religious beliefs.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
If you think you can legislate Memo (or other similar apps) out of your workplace, you might want to think again.Read More
It's important for employers to keep in mind that agencies and courts will apply the same rules to Facebook harassment as they would to face-to-face harassment.Read More