Conventional wisdom suggests that arbitration is quicker and cheaper means to resolve lawsuits. Research, however, suggests the opposite is true.
When in doubt, offer conditional FMLA leave, and confirm with the statute’s medical certification process.
In Nutritionality, Inc. d/b/a Freshii, the NLRB issued an advice memorandum concluding that the franchisor is not a joint employer with the franchisee.
If you are a medical practice and your employees are also your patients, HIPAA adds a deep layer of complexity to these confidentiality issues.
If you are faced with two employees of different races (or national origins, or religions) fighting in your workplace, is it just best to fire them both?
This is an issue you should be discussing with your employees and building in your EEO/anti-harassment training.
According to Fortune.com, some companies have begun using this term as a hiring criteria in job postings.
When an employee complains about a health problem at work, do your diligence. Determine if the employee is requesting an accommodation.
Above all else, being a salaried exempt employee means that you work until you get the job done.
Mach Mining, LLC v. EEOC sends a strong message that courts favor resolution, not litigation.