• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Employment Law

Paid leave can be adverse employment action

03/03/2017
It seems counter-intuitive, but putting someone on paid administrative leave can be an adverse employment action and the basis for a lawsuit.

Beware retaliation against whistleblowers

03/02/2017
To protect the public from unlawful conduct, whistleblower laws make it illegal to retaliate against employees who complain to public agencies about employer actions that endanger the public or break the law.

HR data security: 5 questions to ask IT today

03/02/2017
Before you add even one more sensitive file to the server, find out just how secure your systems truly are.

Jewelry chain faces massive sexual harassment suit

03/02/2017
The threat of even a small class-action lawsuit can rattle the coolest of HR pros and the attorneys with whom they work. Imagine being sued by 69,000 current and former employees!

Beware asking for extra ‘proof’ of FMLA need

03/02/2017
Demanding more than the standard medical certification may amount to interference with an employee’s right to take FMLA leave, as a recent federal appeals court case demonstrates.

What to expect from Trump’s Labor nominee

03/02/2017
With the nomination of Alexander Acosta to head the Department of Labor, the race is on to figure out where he stands on issues important to employers.

Business groups appeal to kill off retirement fund fiduciary rule

02/28/2017
A coalition of business groups is appealing a federal court’s decision to uphold the Department of Labor’s new fiduciary rule, which requires retirement fund brokers to act solely in their clients’ best interests when recommending investments.

No ADA violation if worker cannot perform the job

02/27/2017
It’s not an ADA violation to refuse to hire someone who obviously can’t meet the physical requirements for performing a job.

Heard allegations of racial harassment? You must take steps to stop it

02/27/2017
Employers face liability if they spot racial harassment at work and don’t take reasonable steps to stop it. Don’t assume the problem will go away on its own—or that workers who experience harassment will indefinitely tolerate a hostile environment.

Consistently apply work rules to steer clear of charges of discrimination

02/27/2017
Beware making exceptions to the rules. That can look like discrimination if a disgruntled employee who doesn’t receive the same exception spots a pattern suggesting unfair favoritism.