Practical HR Tips, News & Advice. Updated Daily.
By Michelle Lee Flores If an employee proves that an illegal reason (such as age discrimination) was a substantial motivation in his employer’s decision to terminate him, does the company have any defense to a wrongful termination claim?
by Charlie Plumb Last summer, the Occupational Safety and Health Administration (OSHA) released its “Best Practices: A Guide to Restroom Access for Transgender Workers.” In a nutshell, the OSHA publication stated that transgender employees should have access to the restroom that corresponds to their gender identity rather than to their birth gender. Presumably in response […]
by Michael P. Maslanka Dallas has been my home for 32 years. Currently, I live and work downtown. The murders of the five Dallas police officers took place just a few blocks from my home. Neighbors in my building heard the firefight as it unfolded. I am a law professor, and three of my students […]
Yesterday’s Advisor featured the first seven tips from Attorney Jonathan Segal on improving gender equality. Today, the rest of the story.
A California Court of Appeal has found that an employer may be liable under the California Fair Employment and Housing Act (FEHA) for failing to accommodate an able-bodied employee’s request to modify his work schedule to care for a disabled family member. The court’s interpretation of the FEHA creates significant new obligations for California employers.
Yesterday’s Advisor began to explore the dangers of rushing a hire. Today we’ll hear more on that topic.
The Department of Health and Human Services (HHS) has issued a final rule designed to advance health equity and reduce healthcare disparities.
We have less than 25 employees at our company. A salesperson is going out on maternity leave. This is going to put a burden on us. – If she is out for say 6 weeks and she returns, do we have to give her the same job back or an equivalent job? What if we […]
by David G. Wong Traditionally, when an employee’s absenteeism was excessive and there was no reasonable prospect of returning to work in the foreseeable future—as long as there was no contractual term providing otherwise—a Canadian employer could discharge the employee for non-culpable absenteeism or treat the employment contract as having been frustrated. This would bring […]
by Richard L. Rainey On Wednesday night, the North Carolina General Assembly passed House Bill (HB) 2, which was then signed by Governor Pat McCrory. While HB 2 was prompted by the desire to overturn Charlotte’s recently enacted ordinance that banned discrimination against LGBT people in the provision of public accommodations and allowed transgender individuals […]