Women enjoy the legal right to reasonable breaks for lactation in the workplace. Two different laws grant this right: the Affordable Care Act and Title VII’s sex-discrimination protections.
Articles by Jon Hyman
There is no excuse for an employer to not offer flexibility. If the employee isn’t performing, treat it as an indictment of that employee, not the flexibility policy.
Most non-union employees are at-will, which means you can fire them for any reason, as long as some other law, such as discrimination laws, doesn’t trump. So, if an employee has a potty mouth, you can fire her, right?
While a revised ruling would be consistent with the NLRB’s recent position on workplace communication, it is concerning for employers and bears monitoring.
Employers perceive social media as a workplace problem that’s not going away, but many are choosing to do nothing about it.
You need to decide what kind of company you want to be, and set the tone all the time.
Questions about medical conditions during interviews taints the entire process.
This decision adds to the confusion that already exists around workplace social media policies. As for me, I see little harm in these types of disclaimers.
Over 1 billion active Facebook users should be a wake-up call for any business that is ignoring the impact of mobile technologies on your workplace.
Most wage and hour mistakes are honest ones born out of a misunderstanding of the law, not a desire to cheat or steal from employees.