As one employer learned, failing to accommodate an employee with a disability can be risky.
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SPECIAL ALERT: Employers must review this additional U.S. Department of Labor guidance regarding implementation of the new Families First Coronavirus Response Act.
The Department of Labor has issued guidance on the new Families First Corona Response Act.
Is your workplace compliant with OSHA-issued COVID-19 guidelines?
This post offers a checklist for first responder planning health emergency situations like the coronavirus pandemic.
In a rare published case by the Michigan Court of Appeals, it upheld a worker’s disability compensation claim for employee who was being paid mileage to start his work day at a different location.
Employers must get it right when it comes to FMLA qualifying leave for employees or they could face significant liability.
DOL’s new rule is more employer friendly, but it must be adhered to in order to avoid liability.
The best lines of defense against employment liability are well-trained managers.
Department of Labor opinion letter serves as reminder to employers that non-discretionary bonuses impact overtime pay calculations.
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Recent Updates
- Are you Handling Accommodations Correctly Under the ADA?
- Labor Department Isssues Additional Guidance on Families First Cornavirus Response Act Implementation
- Labor Department Provides Families First Coronavirus Response Act Guidance
- Federal OSHA Guidelines for Employers Amid Covid-19 Pandemic
- Municipal Emergency Response Preparation for COVID-19
- Accident on Employee's Work Commute can Create Valid Workers' Comp Claim
- Coordinating Employee Leaves of Absence
- Department of Labor Publishes Final 'Joint Employer' Regulation
- Practical Advice for Creating Effective Managers
- Non-Discretionary Bonuses Affect Overtime Pay, Other Wage Issues