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Policies and Procedures

Why Culture Trumps Compliance

August 5, 2014
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To instill ethical behavior, organizations must provide incentives and encourage everyone to not only act properly but also to report violations.
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LinkedIn’s $6 Million FLSA Settlement Provides a Good Lesson to Employers

August 5, 2014
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Do not assume that you need not pay overtime to employees who are paid other than hourly.
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Legal Briefing: Telecommuting as a Reasonable Accommodation

August 4, 2014
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Employers should not automatically rule out telecommuting options as reasonable accommodations under the ADA.
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SHRM Credentials Cause Confusion

August 4, 2014
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Although they are legally separate organizations with different governing boards, SHRM and the HR Certification Institute have been closely intertwined since the 1970s.


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Circuit Court Invalidates Individual Waivers of FLSA Collective Action Participation

August 1, 2014
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For now, at least in the 6th Circuit, it appears that individuals waivers of the right to join wage-and-hour collective actions are dead.
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Customer Preference and Race Discrimination: When the Customer Isn’t Right

July 24, 2014
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The customer can never choose the race of the person working for you. The customer might be right about a lot things, but discrimination is not one of them.
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Executive Order Bans LGBT Discrimination by the Federal Contractors and Government

July 22, 2014
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It’s incomprehensible and unjustifiable for an employer to discriminate on the basis of sexual orientation and gender identity.
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EEOC Issues Enforcement Guidance, Q&A, and Fact Sheet on Pregnancy Discrimination

July 15, 2014
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All three documents are required reading for any employers with female employees of child-bearing age.
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Should You Block Social Media at Work?

July 14, 2014
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The answer to this question is a resounding no. If an employee wants to check Facebook at work, or post a Tweet, or show off that fancy filtered sunset on Instagram, they will simply take their iPhone out of their pocket and post away.
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Retaliation or Awkward Timing?

July 11, 2014
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If you are going to terminate an employee on the heels of protected activity, you best have all of your ducks in a row.
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