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

Employment Law

Puzder hearings again rescheduled–now set for Feb. 2

01/24/2017
The Senate Health, Education, Labor and Pensions Committee originally scheduled Puzder’s sit-down for mid-January, but twice pushed it back.

Jury sides with Richmond, Minn. cops in age bias case

01/23/2017
A Hennepin County, Minn. jury has awarded two Richmond police officers $125,000 after determining that the city discriminated against them because of their age.

Ameriprise settles charges of racially biased pay practices

01/23/2017
Minneapolis-based Ameriprise Financial has agreed to pay $128,200 in back wages and interest to 20 black current and former employees to settle federal discrimination charges.

OK to ban disabled customers who act belligerently

01/23/2017
If customers or visitors becomes belligerent, a business can ban them from the premises without running afoul of disability discrimination laws.

Request for leave to care for sick relative doesn’t have to be in writing

01/23/2017
If an employee comes forward and requests a work-related accommodation, refusing to make that accommodation may mean the employee becomes eligible for unemployment.

Suit: ‘Involuntary servitude’ for Twin Cities workers

01/23/2017
A lawsuit filed in federal court alleges that the owners of several grocery stores regularly hired and mistreated undocumented workers.

Is drama about dress really worth a lawsuit?

01/19/2017
If you fire someone because the way she dresses causes drama in the workplace, you may face a sex discrimination and harassment claim.

New SSN alerts could spark questions for HR

01/19/2017
The IRS has begun notifying employees whose Social Security numbers have been used by someone else to get a job.

Don’t let ‘harassment’ turn into unemployment claim

01/19/2017
An employee who claims her employer didn’t stop harassment could quit and file for unemployment compensation benefits.

GPS technology raises privacy concerns

01/19/2017
It’s easy to track where the phone is—and by extension, the location of the employee carrying it. Is this legal?