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.
Amid the confusing tangle of federal and state COVID-19 laws and executive orders, Michigan employers can consult this guide to remain in compliance.
As one employer learned, failing to accommodate an employee with a disability can be risky.
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?
DOL’s new rule is more employer friendly, but it must be adhered to in order to avoid liability.
Department of Labor opinion letter serves as reminder to employers that non-discretionary bonuses impact overtime pay calculations.
Although recreational marijuana is now legal in Michigan, your employment policies can still prohibit its use.
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.
Following new court ruling, employers advised to make employee handbook Acknowledgement and Agreement forms stand-alone document, completely separate from employee handbooks.
Employers Beware: Michigan Legislature adopts ballot proposals concerning minimum wage and paid sick leave.
NLRB memo states “ambiguities in work rules/employment policies are no longer interpreted against the drafter [the employer]...”
DOL revives practice of issuing opinion letters to employers with recent guidance addressing travel time and break periods under FMLA.
The U.S. Supreme Court recently handed employers a valuable tool in ruling that mandatory class action waivers in employment agreements are enforceable.
What employers need to know when employees object to a mandatory flu vaccination.
There is another new I-9 form that must be used by employers to verify eligibility.
Court rules employer infringed on employee’s right to “protected concerted activity” under the National Labor Relations Act when it fired him for dropping the F-bomb.
Recent labor law cases involving collective bargaining and right to work issues have implications even for non-union employers.
Employers must adhere to new DOL requirements for electronic reporting, encouraging more employee involvement in incident reporting and appropriate use of post-injury drug testing.
New DOL regulations to dramatically change minimum compensation for exempt employees beginning Dec. 1.
National Labor Relations Board rules employer violated National Labor Relations Act by terminating employees for bathroom talk involving concerted activity.
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.
Presidential executive order requires federal contractors entering into contracts after Jan. 1, 2017 to provide their employees with sick days.
Effective March 27, Department of Labor’s final rule grants same-sex couples access to FMLA leave time.
National Labor Relations Board ruling allows employees with access to company email accounts to use them for activities consistent with union organization and business.
Recent EEOC settlement emphasizes need for employers to modify their inflexible leave policies to comply with the ADA
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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- 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