Sexual orientation is not covered under Title VII, although many states and municipalities do include this in their anti-discrimination statutes. Many predict, however, that it is only a matter of (a short) time before Title VII covers sexual orientation.
What is it? OSHA Form 300A is a form that summarizes the total number of job-related injuries and illnesses that occurred during 2013. The form must be posted no later than February 1, 2014 and must remain posted through April 30, 2014.
The question of whether a worker is an employee or an independent contractor can have very important consequences, as the two categories receive very different treatment under the law.
Do Employers Have an Obligation to Accommodate Pregnant, Non-Disabled Employees Under the Pregnancy Discrimination Act?
That appears to be the $64,000 question. Most employers and some courts believe that the answer is no.
On January 16, 2014, the EEOC issued a press release advising the public that J.C. Penney had agreed to pay $40,000 to settle a pregnancy discrimination lawsuit brought by the EEOC.
Tick Tock, Tick Tock, Pay Attention to the Clock: the Importance of Procedural Timing Issues in ERISA Litigation
I have been tied up on trial out of state most of January, and am now starting to go back over the more interesting items that landed in my in-box during that time.
If an employee calls his supervisor a “nasty motherf[**]ker” on Facebook, would the employee lose the protection that he would otherwise enjoy under the National Labor Relations Act (NLRA)? Probably not, according to National Labor Relations Board (NRLB) decisions like Pier Sixty LLC.
On December 27, 2013, OSHA quietly issued a memorandum to all Regional Administrators providing compliance guidance to Compliance Safety & Health Officers (CSHO) for inspections of manufacturers and importers under the revised Hazard Communication Standard.
We have always preached preventive law, that is, using our knowledge of employment law and HR practices to counsel employers how to prevent claims or lawsuits from ever happening.
Many, if not all, restaurants have extremely valuable employees, and it is often important to find a way to compensate these employees in such a way as to make sure they stick around long-term. But what is the best way to compensate those invaluable employees?