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.
My main problem of the re-hearing panel’s decision is that the “common sense” it is applying is rooted in 1965, not 2015.
The president made an executive order prohibiting discrimination based on sexual orientation and gender identity last year.
Discrimination cases are laced with emotion. The plaintiff, in essence, is accusing the employer and its management of bigotry of one kind or another.
The guidance memo is a necessary read for all employers.
On April 14, the National Labor Relations Board’s 'ambush election' rules take effect.Read More
More interesting than the work rules that the Administrative Law Judge concluded violated employees’ section 7 rights are the work rules that the ALJ concluded did not.Read More
Come back tomorrow for a real-world example of how NLRB judges are applying these rules.Read More
Don’t take the easy way out with your employees when they ask for accommodations for a disability, religion or other protected reason.Read More
The NFL has the power to regulate head injuries. It better be sure it is doing everything it can, or it is taking a huge risk that OSHA will step in and regulate in the league’s place.Read More