News

The American Law Institute recently approved a change to recommended interpretations of tort law to include employer liability for sexual assaults. Its recommendations are widely used by judges when deciding whether an employer broke the law.

You mentioned that some employers with workers covered under both the FMLA and the PWFA may need to have their leave tracked under both laws. How exactly do we do that? Is the PWFA leave equal to the 12 weeks/480 hours of FMLA leave?

Questions regarding overtime and holiday pay commonly arise this time of year, especially if employees are trying to pack in the overtime because they can deduct it. If you stick to these nine key rules, the holiday season will run smoothly for you and your employees.

The Equal Employment Opportunity Commission has sued Fat & Broke over allegations that it blatantly discriminated against older workers. The allegations include firing and refusing to hire older workers using the excuse that they could not find truck liability insurance covering drivers over age 65.

Typically, the end of one year, or the beginning of a new one, is when HR departments take the time to update their company handbooks. No matter when your HR team conducts this task, your handbook should include these sections.

The U.S. Citizenship and Immigration Services announced updated guidance regarding the new $100,000 fee for employers who want to sponsor workers under the H-1B visa program.

Chair Bill Cassidy noted that it has been almost a century since the passage of major labor laws like the Fair Labor Standards Act and the National Labor Relations Act, and since then, much has changed in the workplace.

If an employee is on FMLA leave and receives reasonable accommodations, then undergoes another separate procedure before that 12 weeks ends, what are the employer’s obligations to hold that position or provide more accommodations?

Employers can’t simply look at an injury or disability and conclude that the individual can’t do their job or the one they’re applying for. Employers that set a strict limit based on assumptions about the individual’s abilities violate the ADA whether the employee is disabled or just assumed to be.

It comes with the territory to lose out to a more qualified applicant. That’s the way the competitive job market works. But when you learn you’ve been ghosted after that promising interview because the candidate had been pre-chosen, it’s all that much worse.