• Posts by Courtney L. Nichols
    Partner

    A member of the firm's Bloomfield Hills office, Courtney L. Nichols serves as Co-Leader of Plunkett Cooney's Labor and Employment Law Practice Group.

    Ms. Nichols focuses her litigation practice in the area of employment law ...

U.S. Department of Education issues proposed Title IX guidelines that significantly impact educational institutions’ Title IX obligations and liability.

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Employers Beware: Michigan Legislature adopts ballot proposals concerning minimum wage and paid sick leave.

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The U.S. Supreme Court recently handed employers a valuable tool in ruling that mandatory class action waivers in employment agreements are enforceable.

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With these tips, sexual harassment won’t be the Grinch that steals your company’s holiday cheer.

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Recent DOL case resolution a reminder to employers that failure to correctly classify individuals as independent contractors or exempt employees could result in expensive class action litigation.

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Effective March 27, Department of Labor’s final rule grants same-sex couples access to FMLA leave time.

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EEOC's focus on harassment claims means the time is right for employers to review anti-harassment policies, training and procedures.

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National Labor Relations Board ruling allows employees with access to company email accounts to use them for activities consistent with union organization and business.

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EEOC action emphasizes enforcement of Title VII protections for transgender employees allegedly discriminated against in the workplace.

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Presidential executive order bans discrimination against LGBT workers.

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EEOC’s new enforcement guidance clarifies the EEOC’s position on a number of issues involving pregnancy and pregnancy-related conditions.

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Recent EEOC settlement emphasizes need for employers to modify their inflexible leave policies to comply with the ADA

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Court rejects public policy arguments of terminated employee attempting to thwart robbery attempt at work.

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Today's Internet connected world has taken telecommuting mainstream; so much so that it may be a "reasonable accommodation" under the ADA.

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Employers can avoid being stung by understanding pay requirements for most internships under the Fair Labor Standards Act (FLSA).

1.    Employers can avoid being stung by understanding pay requirements for most internships under the Fair Labor Standards Act (FLSA).

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