Even if coulrophobia is an ADA-protected disability, that's only half of the equation to determine whether the ADA offers job protections to an individual with a disability.Read More
Employers faced with an EEOC investigation should know that the agency is using these tactics, so that they can proactively, and lawfully, respond by delivering the right message to their employees.Read More
Because courts continue to consider challenges to employment arbitration procedures, employers should carefully craft such procedures in view of applicable requirements.Read More
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.