This case is a scary reminder of how far the NLRB and its judges will go to fine protected concerted activity.
Employers often treat employees with family medical issues with kid gloves. They not only worry about potential liability under the ADA, but also the FMLA.
While we wait for the law the catch up to society’s opinion on LGBT rights, federal agencies are doing the best they can to modernize these laws.
My biggest critique of the Abercrombie ruling is it forces an employer into the unenviable position of applying stereotypes to make educated guesses.
Tell managers that checking on a compliance or policy matter is the easiest decision they’ll make all week.
Employer policies that provide for accommodations under certain conditions, but not for pregnancy-related accommodations, may be discriminatory.
Employers, it’s OK to have performance standards.
Employers must be careful in drafting settlement agreements that involve 'no employment' or 'no re-employment' provisions.
Employers want the right to continue to use incentivize wellness.
If you are faced with two employees of different races (or national origins, or religions) fighting in your workplace, is it just best to fire them both?