Employment landscape shifts (again) for employers as U.S. Department of Labor withdraws opinion letters under new Biden administration.
Michigan Court of Appeals issues rare ruling in employee versus contractor workers’ disability compensation case.
Michigan amended its COVID-19 laws to provide retroactive liability protections for business owners and affirmative defenses for employers responding to employee retaliation claims, as well as to address other important changes.
Employers can take these steps to protect themselves and employees working remotely from digital sexual harassment.
New Memorandum of Understanding imposes “consultation” between federal agencies.
Inadvertent noncompliance with writs of garnishment can cost employers.
Despite what appeared to be clear evidence of bias by a job interviewer, employer escapes liability in discrimination claim.
Despite a recent ruling by the Michigan Supreme Court striking down the state’s Emergency Powers of the Governor Act, employers must still follow COVID-19 health and safety requirements.
Appellate court rules in published decision that even a perceived minor job condition change like a location transfer closer to the plaintiff’s home could be evidence of retaliation by employer.
Employers should proceed with caution when dealing with employee leaves and other issues under the Families First Coronavirus Response Act (FFCRA), especially those operating in the health care industry.
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- DOL Opinion Letter Withdrawals Continue Under Biden Administration
- Worker’s Comp Coverage Would Have Been A Good Thing for This Employer
- Important COVID-19 Updates for Michigan Employers
- What Employers Can Do to Protect Themselves, Employees in Age of Digital Harassment
- New Pact to Trigger Inter-Department Consultation
- Garnishment Error Results In Employer’s Debt
- Stunning Victory by Employer in Discrimination Case
- Michigan Governor’s COVID-19 Executive Orders Struck But Replaced
- Rare Published Opinion Bad News For Michigan Employers
- DOL Issues Partially Revised Regulations Regarding Paid Sick Leave Under FFCRA