Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
U.S. employers are obliged under OSHA as well as common-law duty to act reasonably in eliminating or reducing risk of injury to workers and patrons.
Title VII should not permit an employer to Plessy v. Ferguson its workforce for any reason.
I have yet to read an opinion that suggests that legalized marijuana requires accommodation by employers for workplace use, even for medicinal purposes.
Some things are better left unsaid, or, more to the point, un-typed.
This case is a scary reminder of how far the NLRB and its judges will go to fine protected concerted activity.
The distinction between employee and contractor continues to beguile employers and is ripe for problems under wage-and-hour laws.
While we wait for the law the catch up to society’s opinion on LGBT rights, federal agencies are doing the best they can to modernize these laws.
My biggest critique of the Abercrombie ruling is it forces an employer into the unenviable position of applying stereotypes to make educated guesses.
Tell managers that checking on a compliance or policy matter is the easiest decision they’ll make all week.