News

Halloween has passed, Thanksgiving is upon us and between now and the end of the year is when questions about holiday pay abound. Here are some frequently asked questions you’ll be hearing in the next several weeks.

The U.S. job market took a sharp turn in October. Employers announced more than 153,000 job cuts—a 175% increase from the same month last year and the highest October total since 2003.

The proposed bills include one that would make it harder to file unfair labor charges with the National Labor Relations Board. Another would punish unions for trying to organize undocumented immigrants. Here’s a summary of the proposals.

Here’s what you need to do before claiming that approving religious accommodations would create an undue burden.

Last month, we told you about a federal appeals case that ruled that an employer may not be liable for third-party sexual harassment that occurs off-premises even if the harasser is a client or customer. Now, another federal court has ruled that an employer isn’t liable for third-party harassment on the premises, either.

We have an employee who is off work recovering from a work-related injury (workers’ comp). They won’t be cleared for work at the time of our holiday party, but are asking to attend. Is it appropriate to let them? We’d love for them to come but are wondering about further injury/liability.

The New York City Council amended its Earned Safe and Sick Time Act in late October to provide workers with new time-off benefits. This includes 32 hours of unpaid safe and sick time for eligible employees for an expanded number of reasons.

Age, sex, religion, disability and marital status are just some of the characteristics commonly revealed by the most cursory—or even accidental—social media search. But just because you can access sensitive information easily doesn’t mean you should. Here are some suggestions for a social media policy that makes sense and avoids legal problems.

Is an employee allowed to keep their vacation and then take FMLA, or does the employee need to take their hours of vacation first before FMLA?

A recent 11th Circuit decision highlights that offering reassignment instead of extending medical leave can be a reasonable accommodation under the ADA when the reassignment fits the employee’s restrictions and the circumstances. The court said the employer acted lawfully by offering another available position rather than more leave, which the employee declined.