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Employment Law

Excluding women isn’t an acceptable sexual harassment-prevention strategy

06/02/2016
Employers are obligated to provide a work environment free of sexual harassment. They can’t satisfy that responsibility by segregating the workforce by gender, even if doing so would certainly prevent harassment.

Keep careful records of all efforts to accommodate disability under the ADA

06/02/2016
If you have provided a reasonable accommodation for an employee who has a disability, make sure you document any subsequent changes to that accommodation.

7th Circuit ruling sets up split on class-action waivers

06/02/2016
A federal appeals court ruled late last month that arbitration agreements prohibiting class-action lawsuits violate the National Labor Relations Act.

Action and reaction: EEOC floats guidance on retaliation enforcement

05/31/2016
Retaliation claims have risen dramatically in recent years, becoming the most frequently reported basis for discrimination claims.

Doubtful accommodations? Let employee try anyway

05/31/2016
Refusing to consider an ADA accommodation can spell big legal trouble. Give disabled workers a chance to prove they can do the job.

No matter how unlikely the allegations, always investigate reverse sex discrimination

05/31/2016
Here’s a reminder that it’s not just women who can allege sex discrimination and a hostile work environment. Men can, too, under the right circumstances.

Absent health problems, obesity isn’t ADA disability

05/30/2016
Merely being obese is not a disability under the ADA, a federal appeals court has ruled.

Employers gain new weapon to protect their trade secrets

05/27/2016
President Obama last month signed into law the Defend Trade Secrets Act.

A.G. Harris joins call for more predictable work schedules

05/27/2016
California Attorney General Kamala Harris has joined attorneys general from across the nation pressing large retailers to make their employees’ schedules more predictable.

Ensure new employees aren’t bound by noncompetes

05/27/2016

The 9th Circuit Court of Appeals has said that a former employer may re­­ceive an injunction against a former em­­ployee who works for a competitor when the employee had signed a clear but limited agreement not to compete.