To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
Of course, you’d never fire someone for taking FMLA leave. But perhaps the termination had been in the works long before the person took FMLA leave. It’s still a sticky situation, but a court recently outlined when it’s safe to say goodbye to someone on FMLA leave. The danger is, obviously, FMLA interference and retaliation […]
By now, most savvy companies know they can’t bar employees from discussing such things as salaries and working conditions. But that doesn’t mean there aren’t some companies out there that try to do it anyway.
Sometimes employers feel the need to fib a little about why an employee is leaving the company – to avoid damaging morale.
Another court has handed down a ruling on a company’s drug policy, and courts now seem to be sending a very clear message to employers: Don’t automatically terminate marijuana users with legal prescriptions just because they failed a drug test.
All it takes is a single “extreme isolated act of discrimination” by a manager or supervisor to get your company sued for creating a hostile work environment, a court just ruled.
HR pros know they have to be open to accommodating individuals with disabilities under the ADA. But does the same apply to those with ADD or ADHD?
Attention, victims of failed workplace romances: If you’re thinking of stalking your ex, don’t expect to be covered under the ADA. Here’s a lawsuit you have to see to believe.
There’s a lot of pressure on employers to accommodate individuals who fall under the protection of the Americans with Disabilities Act (ADA).
As human beings, we hoped this day would never come. But as HR pros, we all thought it would. And now it has arrived: the day when hugging in the workplace dies.