Q: Our policy against harassment says we will take disciplinary action for any inappropriate workplace conduct, regardless of whether it violates the law. An employee complained of coworkers yelling at him, but it doesn’t seem connected to a protected status, so do we have to take action?
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Question: Our receptionist is responsible not only for answering phones and greeting visitors, but also for keeping the adjacent coffee room clean. She now says she is allergic to all cleaning products and cannot clean the coffee room. We believe this is an essential function of her job. If we can’t find a reasonable accommodation, can we remove her from the position?
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Warehouse workers who had to wait up to 25 minutes after their shifts to go through a security screening weren’t entitled to be paid for the time, ruled the U.S. Supreme Court yesterday.
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The November 4, 2014, ballot results of Measure 91 are clear: Oregon voters have joined their Washington neighbors in approving recreational marijuana for individuals who are 21 or older.
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New affirmative action rules on veterans and people with disabilities will almost certainly require employers to budget more staff time and resources to manage these new obligations.
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The President recently issued an executive order to require certain federal contractors to disclose labor law violations, provide paycheck notices to employees, and refrain from requiring nonunion employees to sign certain pre-dispute arbitration clauses.
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The San Diego City Council overrode the mayor’s veto on August 18, 2014, to pass an ordinance that will require employers in the City to offer paid sick leave and pay minimum wages at a new scale.
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The IRS has published final rules explaining how eligible small employers may claim a partial tax credit for providing health insurance to their employees.
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In order for a professional, administrative, or executive employee to be exempt from overtime in California, the minimum annual salary must be at least $37,440 as of July 1, 2014.
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Effective July 1, 2014, employees in California may take paid family leave to care for a grandparent, grandchild, sibling, or parent-in-law with a serious health condition.
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