The end of 2017 has brought sexual harassment into focus for the first time in many years thanks in part to the confluence of several events – including the ousting of many high profile individuals who participated or orchestrated harassment; and the #metoo movement, which evidenced the prevalence of the problem. Moving into 2018 employers need to prioritize updating (or creating!) their policies related to sexual harassment.Read more
The National Labor Relations Board’s Inspector General issued a ruling that new board member Bill Emmanuel improperly participated in the recent Hy-Brand joint employer decision. Therefore, the National Labor Relations Board (NLRB) unanimously vacated its decision in Hy-Brand. As such, the 2015 Browning-Ferris test for determining joint employment is once again the law of the land.Read more
From time to time, employers call our office wondering what to do about an employee who previously was able to perform their job and now has a questionable ability to do so – but who has not requested an accommodation. The protections of the ADA are typically triggered by the employee’s request for an accommodation.Read more
If heading eastbound on I-475, there are no construction interferences. Please take exit #2 and head south (turn right) and stay in the right-hand lane. You will then take a right at the first street which will be Levis Commons.
If heading north on I-75, take exit #187 and turn left onto Route 582 for 1.5 miles until you reach the first major intersection of Route 582 and Route 25 (N. Dixie Hwy). Take a right (North) on Route 25 and continue North for 4.Read more
The recent hurricane in Texas and the impending hurricane (hurricanes?) in Florida highlight the need to maintain a current, documented, and widely distributed policy covering a variety of inclement weather situations.
Some questions your policy should address or consider:
Does or should your policy tie to an external actor or event to mandate closure (e.g.Read more
Last year the EEOC unveiled its new EEO-1 forms, which in addition to requesting information regarding sex and race of employees, separated by job classification, would also require data on wage and hour information from employers with 100 or more employees. However, just as the new form was to take effect, the White House’s Office of Management and Budget (OMB) announced it was indefinitely suspending the form’s effective date.Read more