An Army reservist claimed that he was discriminated against after informing his supervisor about the possibility of an upcoming deployment.
The tech sector has long been called a job-seekers market, and while it bodes well for IT workers, the odds are often stacked against employers. In a new survey from Robert Half Technology, chief information officers (CIOs) offered insights on today’s hiring difficulties.
Every Montana company with even a single employee should have an employee handbook. In a state with arguably the most employee-friendly laws in the country, a haphazard approach to handbooks is dangerous and can create liability with disastrous consequences.
If you’ve been using a mandatory drug screening program as a condition of employment, perhaps you’re already aware that there are a lot of pros and cons involved with doing so. Many employers view such a program as mandatory because an employer has an obligation to provide a safe working environment.
Most supervisors know that they risk personal liability under Title VII of the Civil Rights Act of 1964 and Chapter 151B if they sexually harass a subordinate employee. But that isn’t the only way supervisors may be held individually liable in Massachusetts.
Does your organization have a formal drug testing policy? Many employers do, primarily out of concern for safety of all workers. The concern is that employers want to ensure they don’t knowingly hire someone who may end up coming to work under the influence of a substance that will create an unsafe situation.
In a significant decision that contains lessons for all employers, the Virginia Supreme Court has declined to expand the narrow exceptions to the employment-at-will doctrine based on an employer’s violation of public policy when it discharges an employee.
It’s no secret that discrimination, harassment, and retaliation claims based on disability cost employers plenty—and it’s not just the dollars awarded in damages (although, admittedly, some jury awards are eye-popping). It’s the expense of litigation. It’s the time employers must spend defending claims. It’s the bad publicity for the company. It’s the damage to employee […]
Among the various “exemptions” from the overtime compensation requirements of the Fair Labor Standards Act (FLSA) are “administrative” employees. The question presented in a recent decision by the 9th Circuit—which covers Alaska, Arizona, California, Hawaii, Idaho, Montana, Nevada, Oregon, and Washington—was whether mortgage loan underwriters who work for lending banks fit the administrative exemption.
When considering what training to provide to employees, usually the focus is on employee development. But one area more and more employers are considering is how to ensure employees are able to react appropriately if a medical emergency occurs on the job.