If you're caught sunbathing nude, on the roof of your elementary school-employer, don't sue for retaliation.
Just because an employee cannot return to work at the end of FMLA leave does not mean you can always terminate the employee. ADA obligations still exist.
The Labor Department is watching this issue. These types of claims are increasing, and you take a risk of a retaliation claim if you terminate an employee who reported a workplace injury.
If the EEOC is successful in this lawsuit, employers will have to reconsider key provisions in their severance and settlement agreements.
Non-disparagement clauses are ripe for sloppy and vague drafting, which can result in parties ending up where they wanted to avoid — the courthouse.
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.
Employers should be current with changes to applicable labor and employment laws with regard to employee leave requests.
An employer cannot go into 'ostrich-mode' in the face of workplace harassment.
Retaliation is a low standard for employees to meet. Employers must treat it carefully when dealing with an employee who engaged in protected activity.
We are pleased to announce the winners of the 2013 Optimas Awards for exemplary achievements in workforce management.
The handling of employees taking legal prescription medications is highly fact sensitive and legally nuanced.
For its world-class mobile people management app, Etisalat Egypt is the winner of the silver Optimas Award for Global Outlook.
If you are planning on denying an unpaid leave as a reasonable accommodation, understand that these terminations are risky and will draw scrutiny from the EEOC.