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 email@example.com. For more information, contact Hyman at 216-831-0042, ext. 140, or firstname.lastname@example.org. Follow Hyman on Twitter at @JonHyman. You can also follow him on Google Plus.
The legal answer to this question depends on whether this policy applies to any employee who is on a leave of absence, or only employees on FMLA leave.
The Bill Murray film has become synonymous with repeating the same mistakes over and over.
The EEOC is focusing on pay inequality as one of its top enforcement priorities, which means you should be focusing on it in your workplace as well.
Under the FLSA, it is the employee’s burden to show that he or she was working during non-working time.
Joint employment issues under the FMLA differ from those under the FLSA because the FMLA requires one employer to be primarily responsible for the maintenance of employee leaves of absence.
Joint employment is clearly an enforcement priority for the Wage and Hour Division.
As wage-and-hour lawsuits continue to be the bane of employers, they'll need to go back to the drawing board to limit the costs of these expensive and time-consuming lawsuits.
Because more courts are accepting transgender-bias claims under Title VII, (un)conscious biases could undermine an otherwise legitimate termination.
In the days leading up to Christmas, the NLRB released 15 new opinions --13 of them concluded that the employer had promulgated an unlawful arbitration clause.
If your business operates in more than one location, you cannot ignore this case or its implications.