Jon Hyman is a partner in the Labor & Employment practice of Meyers, Roman, Friedberg & Lewis. He is a Workforce contributing editor. Comment below or email firstname.lastname@example.org. For more information, contact Hyman at 216-831-0042, ext. 140, or email@example.com. Follow Hyman on Twitter at @JonHyman. You can also follow him on Google Plus.
This loosening of the proof standard has the potential to be significant.
Suffice it to say that if an employee exposes himself at work, you have a sexual harassment problem on your hands.
The Labor Department filed a wage-and-hour lawsuit against Ohio televangelist Ernest Angley and the for-profit buffet his church operates.
The duty to consider reasonable accommodations doesn't just include an employee’s medical condition, but also any medications an employee is taking to treat that condition.
While this opinion has garnered tons of news coverage, at the end of the day, it's just not that big of a deal.
As Garcia v. SAR Food of Ohio illustrates, if you fail to pay under these circumstances, you are taking a huge wage-and-hour risk.
Bad bosses beget revolving-door workforces doomed to failure. Good bosses create loyalty and retain good employees.
Employers that operate in a federally regulated industry need to be aware of the statutes that could give rise to a potential whistleblowing claim. Thankfully, the Department of Labor provides a list.
If these reforms leave employees without jobs, was the cause worth fighting?
The ADA's workplace focus now squarely rests on the issue of accommodation. For this reason, the law's next 25 years will be greatly impacted by technology.