Fighting this issue will play into the hands of labor unions that they are needed to increase worker pay and to generally fight for their workplace rights.
I’ve written before about the need to put the human back in human resources. The EEOC apparently agrees with me.
The ruling confirms that employers need to practice vigilance in classifying an entry-level worker as an unpaid intern or an employee.
I believe that a majority of Americans now support the extension of all civil rights to the LGBT community.
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.