Search Results: Results

Once you begin the process of determining the right accommodation for an employee or applicant, using a problem-solving approach, you should:

Ask yourself the following questions to determine whether your employer's anti-harassment efforts really protect the organization and its employees.

What basic rules should be followed with at-will employees?

In developing an attitude survey, be specific about what you want to find out—asking too much makes it more complicated and costly to analyze survey results.

All persons involved in conducting an internal investigation should be advised to follow these tips to avoid the risk of defamation liability:

For a sample independent contractor agreement, see ¶20,235.

Discriminatory language in advertisements.

Explanation.

Explanation.

Upon advance request, Your Organization, permits a reasonable amount of employee access to the employee's own personnel file for the purpose of viewing, reviewi

The Uniformed Services Employment and Reemployment Rights Act does not set a specific time for giving of advance notice, but the Defense Department strongly rec

Federal, state and local laws not only restrict an employer's ability to test employees—and applicants—for AIDS, those laws also regulate the way in which an em

The National Labor Relations Board allows for an initial presumption that a union has the majority support of the bargaining unit for one year following its cer

An employee may, upon realizing that the signed authorization card is being used for purposes beyond the employee's intention in signing, revoke the card.

Yes, Department of Labor regulations clarify which notices required by the Employee Retirement Income Security Act (ERISA) can be sent electronically.

There are specific provisions in the deadly force law for federally licensed nuclear power facilities (Sec. 13A-3-23(a), as amended by S. 283, L. 2006).

Violation of the genetic testing provisions is a misdemeanor of the first degree (Fla Stat, Sec. 760.40).

In addition, no employer may, directly or indirectly, require, request or suggest that any employee submit to a polygraph examination as a condition of employme

An employer providing notice of a plant closing, substantial layoff, or relocation of operations under the federal Worker Adjustment and Retraining Notification

Any person who violates the ban on genetic discrimination will be fined not more than $500.00 for each violation (Sec. 595.105, 4(2), as added by S.