Employers must be careful in crafting their arbitration agreements in order to get the full benefit of the bargain.
The mantra to 'document all performance issues' before terminating an employee is underscored by the court’s findings in the Landolfi case.
We have come a long way since ignorance labeled AIDS 'gay cancer.' Still, HIV and AIDS carry a certain stigma, which employers must avoid.
Comply with the EEOC regulations, because unless you’re Bugs Bunny, the hawk always wins.
Get out the broom: Potential discrimination can’t be swept under the rug without fear of retaliation anymore.
Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
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.
Employers must remain alert regarding individuals that the employer does not view as employees may nevertheless be found to be employees.
If your business is a place of public accommodation, you should be training your employees on their obligations to accommodate disabled people.
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.