Telecommuting raises enough unique issues under the ADA and the FLSA that inattentive employers that ignore these issues risk getting burned.
Articles by Jon Hyman
Employers, here’s your homework assignment: create some magic for your employees.
If you intend to enforce an English-only rule, make sure you can justify the nexus between English fluency and job performance.
Parties who are equally culpable in workplace misconduct should be treated equally. Disparate treatment is, well, disparate treatment, which is a Title VII no-no.
Employers should still think long and hard (and only after engaging in the interactive process) before denying an extended unpaid leave of absence under the Americans with Disabilities Act.
It’s not that far from the NLRB letting the chickens run the workplace henhouse. How will employers be able to effectively manage then?
It doesn’t look good if only 0.5 percent of your managers are African American when you’re defending a race-discrimination case.
Ten of the 22 lawsuits filed or settlements reached by the EEOC in May included allegations of disability discrimination. That’s a .455 batting average, which is none too shabby in anyone’s book.
If you use the services of interns, pay them. Otherwise, you are taking a huge gamble that is difficult to win.
No matter the situation, thorough investigations and maintaining a consistent story will save your bacon in many workplace lawsuits.