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The Practical Employer

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Helping employers navigate the complicated and ever-changing world of employment and labor laws, rules, and regulations, rationally and pragmatically.

A Weighty Lesson on Pregnancy Discrimination

January 7, 2014
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Does your 'no overweight hires' policy violate Title VII by screening out pregnant women?
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It’s Time to Update Your Severe-Weather Policy

January 6, 2014
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In light of these historically frigid temperatures, I’m writing about workplace severe-weather policies, including including how to handle issues such as attendance, wage and hour, and telecommuting.
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Don’t Leave ‘Leave’ to Chance

January 5, 2014
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If the ADA now covers most employees’ medical issues, and the ADA requires an unpaid leave of absence, hasn’t the ADA swallowed the FMLA, at least as employee medical leaves are concerned?
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A New Year’s Resolution for Employers

January 2, 2014
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This year resolve to learn what makes each of your employees unique. Resolve not to treat your employees as fungible commodities, but as special assets, each with his of her own talents and concerns.
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Accuracy Counts in Drafting Job Descriptions

December 19, 2013
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Job descriptions not only help establish reasonable expectations for what you expect from your employees in a position, but it also helps set a baseline for what you do, or do not, have to reasonably accommodate.
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FAMILY Act Would Provide Paid Leave for Employees

December 18, 2013
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This legislation would bring us up to par with the rest of the civilized world without imposing a significant monetary penalty on employers.
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How the ADA Covers Organ Donors

December 17, 2013
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I’ve written before about the need to put the 'human' back in 'human resources.' This case is a textbook example.
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Infertility is Fertile Ground for Disability Discrimination Claims

December 16, 2013
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With this issue on the EEOC’s enforcement radar, employers that deny time off for fertility treatments may find themselves as the start of the EEOC’s next infertility-related press release.
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A Festivus for the Rest of Us (at Work)

December 12, 2013
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If there is no religion supporting the request, then no law would prohibit you from banning Festivus at your company. Then again, why would you want to in the first place?
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