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Articles by James E. Hall, Mark T. Kobata, Marty Denis and D. Diane Hatch

Alcoholism and the ADA

October 10, 2006
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Employers should note that in order for a protected disability to exist, the plaintiff must address the specific condition which affords protection under the ADA and is the basis for the employer’s alleged violation of that law.
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Liability for Supervisor’s Sexual Relations With Minor

September 13, 2006
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Particularly where minors are employed in the workplace, employers are cautioned to take normal preventive steps, including training, to prevent sexually harassing conduct.
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Lawful Firing for Criticism of Employer’s Practices

September 13, 2006
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Employers are cautioned that, generally, federal law affords employees broad right to criticize matters involving the workplace without fear of retaliation by the employer.
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Lawful Firing for Criticism of Employer’s Practices

August 30, 2006
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Employers are cautioned that, generally, federal law affords employees broad right to criticize matters involving the workplace without fear of retaliation by the employer.
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Lawful Firing for Criticism of Employer’s Practices

August 30, 2006
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Employers are cautioned that, generally, federal law affords employees broad right to criticize matters involving the workplace without fear of retaliation by the employer.
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Employee FMLA Rights and Certification

August 30, 2006
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In the case of foreseeable leave, an employer may delay the taking of FMLA leave to an employee who fails to provide timely certification after being requested by the employer to furnish such certification until the required certification is provided. Firing an employee because the employee does not provide a FMLA certification can be risky.
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‘Stringent’ Document Demand Results in Bias Claim

August 18, 2006
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Employers are advised to afford employees reasonable opportunity to correct discrepancies in their employment eligibility documentation when questions arise.
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Epileptic Truck Driver Entitled to ADA Accommodation

August 1, 2006
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Employers are advised to always consider reasonable accommodations that may permit the continued employment of protected disabled employees.
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