Don’t shred your settlement and severance agreements just yet. Modify your agreements to bolster and clarify the protected-activity carve-out.
Articles by Jon Hyman
If the EEOC is successful in this lawsuit, employers will have to reconsider key provisions in their severance and settlement agreements.
Limiting discussion of trade secrets and other confidential, proprietary information is fine. Wages and other terms and conditions of employment, however, are off limits.
The importance of having your union avoidance strategy in place before a union comes knocking will be even more important if these new election rules take hold.
Employers that fail to accommodate employees’ infertility treatments could see an explosion of these types of claims.
As much as it pains me, speech is speech, whether it’s engaging in an oral conversation, writing a comment to a Facebook post, or clicking ‘Like.’
Education on the FLSA, not stronger wage-and-hour laws, will help prevent wage theft issues.
As a court recently pointed out, regular attendance is important in any job. Important, however, does not always equate to essential.
The U.S. Supreme Court ruled that the time U.S. Steel employees spent putting on and taking off their protective gear is not compensable under their collective bargaining agreement.
Having flextime policies will keep quality workers engaged and employed, which is a win-win for everyone.