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.
Diversifying the workforce is a worthy goal, but beware of the legal implications when importing overseas standards.
Unlike diamonds, email messages aren’t forever, but they are pretty darn close.
Federal judges, many of whom served in the military, do not look kindly when employers trample that sacrifice through acts of discrimination