Employers need to know the legal issues related to COVID-19 testing and mask wearing requirements.
New Michigan executive orders outline return to work rules with enforceable workplace standards during pandemic.
Michigan Gov. Gretchen Whitmer extends Stay Home, Stay Safe executive order but loosens some restrictions.
Federal appellate court indicates violations of the Fair Labor Standards Act may also violate federal racketeering statute.
As one employer learned, failing to accommodate an employee with a disability can be risky.
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?
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.
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.
Employer avoids slicing this FMLA abuse claim out of bounds by hiring private investigator.
Although recreational marijuana is now legal in Michigan, your employment policies can still prohibit its use.
Appellate court found employer’s verbal agreement may constitute an enforceable employment contract, although the written agreement was never signed.
Federal appellate court rules Ohio employer violates FMLA with convoluted no-fault attendance policy for employees.
This case is a good reminder to employers that just because employees have restrictions, it doesn’t mean they have disabilities requiring ADA accommodations.
The Michigan Legislature is giving this author flashbacks over a challenge to its own lame duck amendments to citizen-led legislation providing for paid sick time and the state’s minimum wage.
New Supreme Court ruling again emphasizes that filing EEOC charge is not a jurisdictional prerequisite to bringing a Title VII claim in federal court.
Unfortunately, for this public school employer, it’s “good deed” does not go unpunished, as evidenced by an employee’s civil rights claims brought in federal court.
Department of Labor takes another stab at issuing proposed new rules to address the salary threshold for “white collar” exemptions.
Following new court ruling, employers advised to make employee handbook Acknowledgement and Agreement forms stand-alone document, completely separate from employee handbooks.
If your company doesn't require employees to agree to a shortened limitations period to bring claims, you need to do that today!
Remaining flexible on religious accommodations could help employers stay off the naughty list with Michigan’s courts.
Employers must take care to understand potential business tax implications before settling an employment claim.
To avoid legal quagmires, employers must understand the differences between federal and Michigan law regarding employees claiming disabilities.
In a potential win for employers, proposed NLRB rule would again impose more stringent test on joint employer relationships.
Carefully-worded agreements and bonus programs are among the best tools for employers to manage compensation for sales staff.
Employers could gain advantage in potential wage claims by utilizing individual arbitration agreements.
In a real game changer for employers and employees, a recent federal court ruling disavows application of the tender back rule to employment cases under Title VII and the Equal Pay Act.
Supreme Court ruling expands interpretation of exemptions under Fair Labor Standards Act.
Appellate court rules Title VII of the Civil Rights Act of 1964 protects transgender employees from discrimination by employers in the workplace.
Appellate court rejects request for special panel to review 1990s precedent under Michigan’s Wages and Fringe Benefits Act.
Appellate court forced to follow old precedent under Michigan wage law calls for conflict panel to re-examine that ruling.
A poorly drafted release agreement preserved an employee’s statutory claims.
What employers need to know when employees object to a mandatory flu vaccination.
With these tips, sexual harassment won’t be the Grinch that steals your company’s holiday cheer.
Scheduling changes based on employer’s legitimate staffing concerns during upcoming leave of absence violated federal Pregnancy Discrimination Act.
Employers in some states are finding they can’t fire employees who test positive for marijuana.
There is another new I-9 form that must be used by employers to verify eligibility.
Employers can learn valuable lessons from a recent ruling by Michigan appellate court involving a plaintiff’s complaint concerning a transgender woman’s use of a women’s locker room.
Recent guidance from Department of Labor under Trump administration finally provides some good news for employers.
The list of questions employers can’t ask applicants continues to grow!
Recent labor law cases involving collective bargaining and right to work issues have implications even for non-union employers.
Employee fails to establish her intentional infliction of emotional distress tort and whistleblower claims because employer had a solid strategy.
Appellate court ruling underscores the value of a good employment application.
Appellate court reverses lower court ruling based on same-actor defense in employment case involving direct evidence of discrimination.
Employers are almost out of time to comply with the new Fair Labor Standards Act regulations set to take effect on Dec. 1.
Court rules licensed attorney is a member of a “public body” for purposes of protecting employee under Michigan’s Whistleblower Protection Act.
EEOC offers employers new tools for wellness programs and discouraging workplace retaliation.
EEOC publishes sample notice to help businesses offering employer-sponsored wellness plans to comply with employee notice rules.
New DOL regulations to dramatically change minimum compensation for exempt employees beginning Dec. 1.
The EEOC has issued a new Fact Sheet addressing bathroom access rights for transgender employees.
Check out the EEOC's new quick-read pamphlet for employers that provides helpful information and links to important Internet content.
National Labor Relations Board rules employer violated National Labor Relations Act by terminating employees for bathroom talk involving concerted activity.
Human resources must consider diversity within job classifications to help deter potential sex discrimination liability.
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.
Employer learns lesson the hard way… firing an employee because of his “tone of voice” can be direct evidence of retaliation!
Effective March 27, Department of Labor’s final rule grants same-sex couples access to FMLA leave time.
EEOC's focus on harassment claims means the time is right for employers to review anti-harassment policies, training and procedures.
Casino guard meal breaks not compensable under the FLSA because under the “totality of the circumstances” break times were not spent predominantly for the Casino’s benefit.
EEOC action emphasizes enforcement of Title VII protections for transgender employees allegedly discriminated against in the workplace.
Presidential executive order bans discrimination against LGBT workers.
EEOC’s new enforcement guidance clarifies the EEOC’s position on a number of issues involving pregnancy and pregnancy-related conditions.
Recent EEOC settlement emphasizes need for employers to modify their inflexible leave policies to comply with the ADA
Court rejects public policy arguments of terminated employee attempting to thwart robbery attempt at work.
Today's Internet connected world has taken telecommuting mainstream; so much so that it may be a "reasonable accommodation" under the ADA.
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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- Medical Marijuana
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- Union Organizing & Relations
- Masks and Testing Under the Americans With Disabilities Act
- Michigan Issues New COVID-19 Return to Work Rules With Enforceable Workplace Standards
- Michigan’s Shelter in Place Continues Through May 15, With Modifications
- The Constantly Changing Coronavirus Landscape and its Effects on Michigan Employers
- Management May Face Claims Under RICO For Wage Violations
- Not the Employer? You May Still be Liable!
- Are you Handling Accommodations Correctly Under the ADA?
- Labor Department Issues 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