On Friday's edition of The Employer Handbook Zoom Office Happy Hour — catch the replay here if you missed it — we talked about 2022 changes in the law that could impact 2023 updates...

I've seen weaker lawsuits. But let me explain why the Sixth Circuit Court of Appeals recently affirmed that asking a female colleague to babysit, once hitting her posterior...

Your tax dollars at work, folks. Well, technically, just those of us in New Jersey. Before I tell you about this recent decision, I'll offer a brief history lesson.

Those were the critical issues in a precedential decision that the Third Circuit Court of Appeals issued yesterday. So let's talk about it.

Shout out to the National Labor Relations Board — specifically, the Board's General Counsel. The timing of yesterday's announcement of her new memo to protect employees, to the greatest extent possible...

A white man who worked as a utility water meter reader sued his employer for racial discrimination after he was fired for inaccurately reporting homeowners' water meters.

After completing a 90-day orientation program for newly licensed nurses, a woman was denied a full-time position as a Registered Nurse (RN) at a hospital and, instead, transferred into a lower-paying position at another facility that the same employer operated.

Proving age discrimination can be difficult because plaintiffs must ultimately establish that their age was a determinative factor in the defendant's decision. In other words...

Tell me what you think of this. An employee is having behavioral issues at work, which leads to an official warning from the employer.

You practice long enough as an employment lawyer, and you accrue stories upon stories to share with others. But, this one I'm about to tell you tops most.

It depends on who you ask. According to the plaintiffs and their counsel in this recently filed first amended complaint, the social media giant violated the federal Worker Adjustment and Retraining Notification Act (WARN).

Sections 8(a)(1) and 8(a)(3) of the National Labor Relations Act (the Act) protect employees from retaliation for concerted protected activity.

A company operating an offshore oil rig paid one of its "tool pushers" anywhere from $963 to $1,341 per day. His paycheck, issued every two weeks, amounted to his daily rate times the number of days...

Well, if you count The Employer Handbook itself, which email gods magically deliver to blog subscriber email inboxes every weekday following weeknights where I haven't had too many blog-inhibiting adult beverages...

I'm hitting this technology theme hard this week.

I have another HR tip related to yesterday's blog post and accommodating employees under the Americans with Disabilities Act and what counts as an essential job function.

Last night, I read a federal appellate court decision in which an employee with back spasms, sciatica, fibromyalgia, and pinched nerves claimed that her employer didn't give her the help she needed to do her job.

Can an employer have a categorical policy of hiring the most qualified candidate when a qualified disabled employee requests reassignment to a vacant role...

The answer to that question (wait for it) — it depends on the state. A few states, like California, Colorado, Kentucky, and Massachusetts (there may be others), define "wages" statutorily to include vacation pay.

I get that employee handbooks are not contacts and are subject to change and all that stuff. But, companies should be prepared to enforce any existing policy in an employee handbook as written.