The Americans with Disabilities Act imposes on employers an absolute duty to determine whether or not they can accommodate an employee’s disability.Read More
Don’t take the easy way out with your employees when they ask for accommodations for a disability, religion, or other protected reason. Even if you are legally right (and the odds are good that you won’t be), you will leave the employee feeling offended and upset.
In 2015, employers should be thinking about cybersecurity, vaping, same-sex relationships, overly active federal agencies and pregnancy leave rights.Read More
An employer may be able to terminate employees who threaten insubordination or misconduct at the workplace, even if those employees have engaged in otherwise protected concerted activity, without violating the NLRA.Read More
Extended leaves of absence may be reasonable accommodations for employees with disabilities if they are able to fix a specific return date to the leave.Read More
Organized labor is getting with the times by using social media to communicate with its membership, and a recent NLRB ruling offers more social possibilities.
Employers face uncertainty over the design of wellness programs in the face of EEOC challenges in 2014 to such programs.Read More
While Congress continues to drag it feet on Employment Non-Discrimination Act, the Obama Administration continues to do what it can to extend equal employment opportunity for all.Read More
Something as innocuous as moving an employee out of his office could be deemed sufficiently 'adverse' to support a retaliation claim.Read More
The NLRB ruled that employees have a right to use their employers’ email systems during non-working time to communicate about union issues. The agency also issued rules for ambush election in representation proceedings.Read More