If you’re looking to draft an employee off-duty access policy, you could do a whole lot worse than one the NLRB has already blessed as kosher.
The FCRA doesn't regulate how employers use background checks but instead regulates the hoops through which an employer must jump to use legally obtain them.
GINA prohibits employers from discriminating against employees because of their genetic information, including genetic information of family members.
Even though employers hold a legal privilege to provide a negative reference, the costs from potential litigation is enough of a deterrent to make negative job references almost non-existent.
If your business is a place of public accommodation, you should be training your employees on their obligations to accommodate disabled people.
The board has begun accepting e-signed documents, provided that they meet four criteria.
While employees must think before they click, employers must think longer before they discipline for fire because of that click.
Walk over to whichever file you keep your handbook, look for the date it was last updated, and if it is anything earlier than 2014, it’s time for a deep review.
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.
If you do not train your supervisors, managers, and others in how to response to workplace harassment, you will have a difficult time avoiding liability when things go wrong.