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.
Mach Mining, LLC v. EEOC sends a strong message that courts favor resolution, not litigation.
Even before Congress amended the ADA in 2009 to liberalize the statute’s definition of 'disability,' the law recognized and protected asymptomatic HIV as a disability.
In Landry’s, the board is adopting a more reasonable, real-world reading of a social media policy.
Consider the awful position in which it could place employers who are lax with their termination decisions.
The Americans with Disabilities Act does not require an employer to guess and play detective.
One issue I’ve never considered is whether the social media site is a 'consumer reporting agency' subject to the Fair Credit Reporting Act.
What does this all mean for employers? Let’s take a look, via the helpful Q&A the EEOC published.
Most companies believe that their greatest security risk comes from cyber terrorists overseas.
Title VII does not (yet) specifically identify 'sexual orientation' as a protected class.
The EEOC, which is an agency of limited financial resources, is going to go after that which will provide the most bang for its buck.