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.
If an employer even suspects that a practice might be religious in nature, the employer should consider whether the practice can be reasonably accommodated.
This loosening of the proof standard has the potential to be significant.
Companies might have to accommodate workers’ fears under the Americans with Disabilities Act.
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.
Employees cannot use California’s Fair Employment and Housing Act to dictate who they will and won’t work with.