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

Employment Law

Beware time systems that automatically clock out

11/14/2016
Be careful of timekeeping methods that automatically clock workers out at the end of the shift.

Court: Sleep apnea test legitimate for truckers with high body mass index

11/14/2016
A federal appeals court has refused to reinstate a lawsuit over whether it constitutes an illegal medical test under the ADA to force someone with a high body mass index to undergo a sleep apnea test.

Win one part of a case, lose on retaliation

11/14/2016
In a complex case, don’t assume that because one part of the claim is clearly meritless, the whole case will go away.

Always consider disability accommodations

11/14/2016
Even if you believe no accommodation is possible for a disabled worker, the ADA requires you to at least consider the possibility.

More joint employer blues for McDonald’s parent company

11/14/2016
Labor organizers claim they have named McDonald’s Corp. as a defendant in a series of sexual harassment complaints.

A short-handed Supreme Court declines one case, adds another

11/11/2016
The employment law cases the Supreme Court refuses to hear can be almost as important as those it decides.

Subordinate’s hair comment doesn’t justify lawsuit

11/11/2016
It takes more than a handful of incidents to create hostility, even if they could be viewed as offensive and not appropriate for the workplace.

Diagnosis alone doesn’t prove ADA disability

11/11/2016
It’s not enough that an employee alleges he or she has been diagnosed with what may be a disabling condition.

Ask for recertification of intermittent leave

11/11/2016
Employers that approve intermittent leave requests can request regular recertifications to determine if the need still exists.

Beware hasty decisions, investigate all the angles

11/10/2016
After investigating a workplace incident but before making a final decision, consider hiring a neutral investigator to assess what really happened.