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Employment Law

EEOC loses bid to expand who can be a victim of sexual harassment

11/02/2016
That effort ran into a roadblock recently when it lost a big case.

Pick one reason for firing, then stick with it

11/02/2016
Before you decide to change the reason why you discharged a worker, consider the possible impact of a potential lawsuit.

Disability and constructive discharge linked

11/02/2016
Disabled employees who quit when their employer refuses to consider possible reasonable accommodations may have a constructive discharge claim under the ADA.

Lawsuit challenges EEOC rules addressing wellness programs

11/01/2016
AARP, the seniors’ advocacy group, is suing the EEOC to stop it from issuing rules that clarify how workplace wellness programs align with federal anti-discrimination laws.

Drug testing still legal under new OSHA reporting rule

11/01/2016
A controversial new OSHA rule cracking down on retaliation against safety whistleblowers doesn’t ban employee drug testing.

Snapshot: Support for law against anti-gay bias at work

11/01/2016
More than two-thirds of Americans favor a federal law that would prohibit workplace discrimination against gay and transgender people.

EEOC sets priorities–no matter who is elected

11/01/2016
The EEOC has just updated its strategic plan for the coming years—an enforcement framework that will remain in place for some time no matter who becomes president.

Injunction temporarily blocks federal contractor disclosure rule

10/27/2016
A Texas judge has issued a preliminary injunction preventing a rule from taking effect that would have required federal contractors to inform Uncle Sam of any accusations of labor law violations lodged against them in the previous three years.

Cast out religion from your training materials

10/27/2016
Employees generally have a great deal of latitude to exercise their religious beliefs at work. Employers generally have less.

Who needs to receive anti-harassment training in California?

10/27/2016
Q. My business conducts mandatory sexual harassment training for our employees. Which of our employees must attend our sexual harassment training, and what formats can we use to provide these trainings?