Instead of fighting a losing battle by policing restrictive policies, treat this issue not as a technology problem to control, but a performance problem to correct.
The ABA Journal inducted me into its Blawg 100 Hall of Fame, the fourth year the magazine has bestowed such an honor.
Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
A proactive and targeted pro-management message is still important if a non-union employer wants to remain non-union.
Before you try to regulate social forums for employee discourse, think about whether you are better served embracing these technologies as a way to view your employees and their concerns.
We must resist the urge to fight this new war in our workplaces by harassing and otherwise discriminating against those who have the right to work, and enjoy that right free from discrimination and harassment.
Employers do not want injured workers, and want to do everything in their abilities to provide employees safe places to work.
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.