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Employment Law

Focus on fair discipline

03/28/2016
Having a fair disciplinary process is the best way to defeat frivolous discrimination allegations.

Warn bosses: No retaliation against whistleblowers who report wrongdoing

03/28/2016
Remind supervisors that retaliating against workers who report alleged criminal or other illegal activity may violate the California Labor Code.

Whistleblower? Not without whistleblowing

03/28/2016
Energy workers are protected from retaliation for reporting safety problems if their workplace is covered by the federal Energy Reorganization Act.

New EEOC fact sheet addresses nondiscrimination for small business

03/28/2016
The EEOC has issued a new, simplified, one-page fact sheet designed to help small business owners better understand their responsibilities under federal employment anti-discrimination laws.

DOL, EEOC collaborating to leverage strategic enforcement

03/26/2016
The Department of Labor and the EEOC are ramping up cooperative efforts to target enforcement against employers that exploit protected groups of employees.

FMLA reveals poor performance? Discipline

03/19/2016
Sometimes, it takes an absence to discover that an employee wasn’t doing her job well. But some HR professionals and supervisors fear disciplining a worker if they discover the poor performance while she is on FMLA leave.

White-collar OT rule likely in effect by summer

03/17/2016
The Department of Labor has forwarded its final rule overhauling white-collar overtime to the Office of Management and Budget for review, starting the countdown clock toward possible full implementation by mid-summer.

Chauffeurs get $130k each for Saudi snub

03/11/2016
When Saudi Prince Abdul-Rahman bin Abdul-Aziz traveled to the Mayo Clinic in 2010 for treatment, he arrived with a large entourage.

Native American casino isn’t Title VII employer

03/11/2016
When is an employer not an employer under Title VII?

Employer gets to set harassment standards

03/11/2016
Employers have the right to set reasonable behavioral expectations for employees. This, of course, includes expecting that employees won’t sexually, or otherwise, harass employees. Feel free to make your anti-harassment policy as strict as you want.