Policies are great tools for employee engagement, recruitment, and retention -- if a company follows them.
Employees are still ignorant enough about social media to engage in very public online conversation about the alleged systematic harassment of a co-worker.
You should review, with your labor and employment counsel, your handbook and other workplace policies for compliance with the NLRB’s Purple Communications rule.
This loosening of the proof standard has the potential to be significant.
Suffice it to say that if an employee exposes himself at work, you have a sexual harassment problem on your hands.
The Labor Department filed a wage-and-hour lawsuit against Ohio televangelist Ernest Angley and the for-profit buffet his church operates.
The duty to consider reasonable accommodations doesn't just include an employee’s medical condition, but also any medications an employee is taking to treat that condition.
While this opinion has garnered tons of news coverage, at the end of the day, it's just not that big of a deal.
As Garcia v. SAR Food of Ohio illustrates, if you fail to pay under these circumstances, you are taking a huge wage-and-hour risk.
Employers that operate in a federally regulated industry need to be aware of the statutes that could give rise to a potential whistleblowing claim. Thankfully, the Department of Labor provides a list.