Last month I wrote about employers’ potential liability for Ebola in the workplace. Now state governments are seeking to quarantine citizens to protect against the possibility of a health epidemic.
Watch Where You Place That Pickle! NLRB Rules Against Burger King Franchisee for “Union Busting” Activities
Last month the National Labor Relations Board (NLRB) ruled that a multi-unit Burger King franchisee violated the National Labor Relations Act (Act) by threatening pro-union employees with termination; maintaining a policy that denied access to off-duty employees to all areas of its premises and prohibited solicitation; and disciplining a pro-union employee for engaging in activity protected by the Act.
Today is Halloween, an occasion when our thoughts turn to jack o’lanterns, ghosts, and zombies. We are particularly fascinated by zombies—the dead returned to life. But we’re not the only ones. In a decision earlier this week, a majority of the National Labor Relations Board voted to reanimate the dead.
Are You Monitoring Your French Employees? Make Sure You Have Registered That Activity with the CNIL!
French employers must declare monitoring to the French Data Protection Authority (CNIL) in advance if they want to use evidence obtained from that monitoring in court.
The rules on the Affordable Care Act keep pouring out of Washington. Reporting for “pay or play” compliance requires a huge recordkeeping burden on employers.
The U.S. Equal Employment Opportunity Commission is taking a hard look at employers who implement employee wellness programs that condition eligibility for benefits on participation in such programs.
Laura Jones was offered a sales job at the Wal-Mart store in Cockeysville, Maryland, and was told that she would have to take a drug test.
As we have been discussing, the Affordable Care Act (“ACA”) requires all health plans to cover preventive health services for women, including all Food and Drug Administration (“FDA”)-approved contraceptives, at no cost (i.e. no deductibles, coinsurance, or co-payments).
As a preliminary comment, it should be observed that disabled employees who carry out their professional activity in a normal working environment are considered as full-fledged employees and thus benefit from the same rights as any employee.