Without credibility, you will have a massive problem defending the investigation in litigation.
Allowing horrific racial or sexual harassment all in the name of “protecting” employees section 7 rights under the NLRA, is in question.
There’s some comfort in knowing that the courts still can rule with common sense in mind.
Don’t make a knee-jerk decision to fire an employee who does something recreational during his or her FMLA leave.
A ruling against the protection of sex-based stereotypes will not just legalize LGBTQ discrimination, but also a whole litany of discrimination against straight men and women.
With or without the FMLA, all employers should be offering these small amounts of time off for such important meetings.
Don’t make the same mistake that the Philadelphia Phillies appear to have made when they commissioned the Phillie Phanatic’s creation in 1978.
The Johnson Controls decision provides employers with a road map for lawfully withdrawing union recognition before CBA expiration.
Why do you oppose universal background checks on guns and an assault weapons ban? What am I missing?