If your workplace is sexually charged, it will catch up with you eventually.Read More
When the accommodation is so trivial (a $1.39 bag of chips), employers should strongly consider making the accommodation for an employee’s medical situation regardless of the scenario.Read More
It doesn't look good if only 0.5 percent of your managers are African American when you're defending a race-discrimination case.Read More
If you legitimately cannot make an accommodation that meets the employee’s limitations, then the employee is not “qualified” under the ADA, and therefore unprotected by that law.Read More
You can help insulate your company from retaliation claims by training your employees to treat FMLA requests (and other instances of protected activity) as need-to-know.Read More
The 2011 ruling of Wal-Mart Stores Inc. v. Dukes continued to have a wide-ranging impact on virtually all class actions pending in federal and state courts throughout the country in 2013 cases.
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.Read More
Employers should be current with changes to applicable labor and employment laws with regard to employee leave requests.Read More
The handling of employees taking legal prescription medications is highly fact sensitive and legally nuanced.Read More
Done poorly, RIFs open employer to widespread claims of discrimination that can prove more difficult to defend than the savings the employer hoped to realize from the layoffs.