The National Labor Relations Board has ordered Amazon to the bargaining table to face Teamsters union labor negotiators at its Staten Island warehouse.
The National Labor Relations Board has ordered Amazon to the bargaining table to face Teamsters union labor negotiators at its Staten Island warehouse.
Instead of filing disability failure-to-accommodate claims, lawyers for employees whose health fails without a requested accommodation shift to negligence law. They claim that but for the missed accommodation, the employee’s health would not have worsened.
Major retailer Target is making big changes to its dress code for associates. It’s part of an effort to upgrade the look and feel of the stores for customers.
How long after I’ve turned down an FMLA request or terminated someone after they return from FMLA leave do I have to worry about a retaliation lawsuit? I know employees have to file an EEOC complaint pretty quickly if they want to sue for discrimination under Title VII, but what’s the FMLA rule?
Beginning June 30, 2027, employers cannot enter a noncompete agreement that would bar someone from practicing a lawful business or profession.
The large settlement serves as a bellwether for the agency’s increasing focus on protecting employees from all forms of religious discrimination, harassment and employer refusal to accommodate a wide range of religious beliefs and practices.
For I-9 purposes, there are technical violations, which allow you 10 days to correct your errors, and substantive errors, which are immediately subject to penalties. ICE’s new framework eliminates the 10-day cure period for many errors.
Included are proposals that protect children from online exploitation and content creators from AI digital theft.
• Manage marijuana use. Effectively handle employee use at home, on the job and off-duty.
• Develop compliant policies. Create and enforce clear, legally sound marijuana policies.
• Navigate federal and state laws. Address conflicts between medical and recreational-use regulations.
• Accommodate medical marijuana. Consider accommodating medical use to prevent legal risks.
• Rethink drug testing. Evaluate testing practices to balance safety with retention and hiring needs.
• Address zero-tolerance policies. Weigh strict policies against evolving legal and workplace norms.
• Ensure compliance. Tackle challenges related to ADA, FMLA, OSHA, DOT and workers’ comp.
• Respond to impairment. Identify and manage suspected on-the-job impairment effectively.