Understand and pay attention to these issues of national-origin discrimination, if for no other reason than the fact that the EEOC is watching.
How you choose publicly to respond to allegations is open to cross-examination in later depositions and at trial.
My favorite exchange from the oral argument illustrates my concern over the coercive nature of card-check recognition.Read More
Social media is not creating new laws, but is merely creating new applications of existing laws to an evolving communication and technology tool.Read More
There is a clear advantage to paying your salaried non-exempt employees via the fluctuating workweek. Just make sure you meet the FLSA’s four-pronged test.
Bravo to Eugene Krabs for bringing the plight of the unpaid intern to the forefront of pop culture. Employees are not allowed to volunteer their time or work for free.Read More
Look for the Court to craft a rule that any gear, whether typically worn as clothing or not, is compensable 'protective gear' if it’s intended use is for protection for the specific needs of the job in question.Read More
Unless a bully is harassing someone because of a protected class (race, sex, age, disability, religion, national origin) bullying is probably legal.Read More
This case offers hope to employers that there exists a more reasonable analysis of the application of Section 7 rights to workplace policies other than suggested by the Board’s recent actions.
There is one key difference between women and men when they welcome a new-born child. Women give birth; men don’t.