A woman who is both an attorney and a Type I diabetic advises employers on ADA compliance, especially for employees whose disabilities are not overtly visible.
I just cannot understand what Ryan hoped to gain by refusing to admit that the plaintiff is African-American.
It’s poised to be the biggest employment law case of the past three decades.
Employees have an absolute right under Title VII to work in an environment free from racial slurs and all types of racially offensive conduct.
Releasing a lion to attack someone instead of paying them? That is flat out horrendous.
If you permit a working environment in which this “wall of shame” could exist, you might be the worst employer of 2019.
Legal blogger Jon Hyman argues why the recently introduced House Bill 352 would benefit employers in Ohio.
An employee tells you he might need to leave work on a moment’s notice to rush home to care for his disabled daughter. How shouldn’t you respond?
Easy. Unpaid breaks in a private space for lactating employees. So why are so many employers appearing to get this so wrong?
No hangover should ever require an overnight stay, continuing treatment of three or more days, or a regimen of supervised continuing treatment.