In the nation's first known ruling on the issue, a three-judge appeals court in Los Angeles has ruled that vegans can't sue for religious discrimination.
As illustrated in the case of Miller v. Kenworth of Dothan, courts are likely to consider discrimination claims in the light most favorable to employees - and most harsh to employers. It's another reason why comprehensive policies and training are important.
On any given day many companies have absence rates as high as 20 percent or even more. At the same time, disability costs can easily equal 8 percent to 10 percent of your total payroll. Here's a way to address both problems at once.
Employers are increasingly pinched between employee demands for privacy and the need to establish policies and procedures that ensure compliance with myriad federal, state, and local laws. Here are just a few examples how you can walk that fine line of compliance.
Among the several important rulings from the U.S. Supreme Court this term regarding the Americans with Disabilities Act (ADA) is one that weighs the ADA's protections against seniority systems.
One sunny Monday morning, your company's CEO walks into your office, drops a letter on your desk, saying, "Handle this," and leaves. Clouds come over your morning as you read the first sentence...
This term of the U.S. Supreme Court has seen several important rulings regarding the Americans With Disabilities Act, and employers should have no complaints with the results.
As evidenced by this $10 million verdict, juries and appeals judges appear increasingly intolerant of companies that permit hostile or abusive hostile working environments.
Before trying to get too much of a good thing, employers
should make certain that their unpaid trainees will not be considered employees under the Fair Labor Standards Act. The same goes for workers they regard as independent contractors.
