Leave laws create many gray areas in every jurisdiction. However, New York City’s leave law creates more gray areas than most.
Here's my list. How about you? What would you add to the list? Leave your thoughts in the comments below, or tweet it with the hashtag #yesitslegal.
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.
Freeman Inc., which has more than 3,500 full-time and 25,000 part-time workers, conducted pre-employment background checks for job applicants after the candidate was offered a job but before the person started working. Freeman investigated criminal backgrounds and verified Social Security…
The U.S. Labor Department recently updated its Family and Medical Leave Act policies following the U.S. Supreme Court's DOMA ruling.
Employers should be aware that the use of temporary workers can pose a number of unanticipated difficulties.
There is nothing wrong with employees dating. Nothing good, however, comes from a boss having relations with a subordinate employee, especially one who is a direct report.
Critics of this decision argue that it leaves interns unprotected from harassment. Yet, there are three reasons why this decision doesn’t have nearly as big an impact as some would like you to believe.
The time has come for Congress to step up to the plate and enact legislation including sexual orientation and gender identity as protected classes, and bring to and end the shameful protection of discrimination against this marginalized class of individuals.
A effective anti-harassment policy provides multiple avenues for an employee to complain. Otherwise, an employee will feel powerless if the person to whom a policy directs her to complain also happens to be the alleged harasser.
Instead of focusing on whether an employee is 'disabled' under the ADA, employers should focus on reasonable accommodations and engaging employees in the interactive process.
Employers might be required to recognize same-sex partners as spouses for purposes of providing benefits under the company’s benefit plans.