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It is well established that, absent proof of "undue hardship," an employer is obligated to provide modifications or adjustments to the work environment, or to the manner or circumstances under which the position held or desired is customarily performed, that enable a qualified individual with a disability to perform the essential functions of that position.

Over the past decade, many European countries have passed laws mandating that individuals and employers report criminal conduct.

Overtime work is controversial in the healthcare industry, and in recent years several states have adopted laws to ban mandatory overtime except in cases of an emergency.

One of the high-profile battles being fought in the social media world continues to be over the ability of one party in a lawsuit to compel the other party to produce messages, posts, pictures, and other "private" things done over a social networking site like Facebook.

It has become common practice for lawyers to mine social media pages of parties and witnesses for discovery purposes. The posts and photos may show a party to be lying about the extent of his or her claimed injury or disability, or they couldundermine or support other claims. Facebook and other social media sites also have become fertile ground for cutting edge ethical questions posed to state Bar ethics committees.

It has long been the law of the land that discrimination on the basis of an employee’s sex is unlawful. And in 1989, in “Price Waterhouse v. Hopkins”, the U.S. Supreme Court ruled that making employment decisions based upon gender-based stereotypes is a form of unlawful sex discrimination.

Beginning on Tuesday, July 24, 2007, the federal minimum wage will increase from $5.15 to $5.85 per hour. This is the first of three scheduled increases called for by the Fair Minimum Wage Act signed by President Bush this past May. On July 24, 2008 the minimum wage will increase again to $6.55 per hour, and on July 24, 2009 the final increase will take effect to lift the minimum wage to $7.25 an hour.

In 2010, we watched Julia Roberts search the world to find herself in "Eat Pray Love."

In 1980, Billy Joel sang about Sleeping With The Television On. Thirty two years later, having had Billy Joel melodies in my head all night, I’m blogging about Leaving With The Work Computer On.

In a five-four decision, Ledbetter v. Goodyear Tire & Rubber Co., Inc., 127 S.Ct. 2162 (May 29, 2007), the United States Supreme Court held that Title VII’s statute of limitations to file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) begins to run when a discriminatory pay decision is made and communicated to the employee and that it does not restart each time a subsequent paycheck is issued.

April is typically known for its tax deadline (extended until tomorrow).

Last week, a federal judge in Illinois showed us why employers may be wise to (lawfully) search for and use electronic communications involving an employee.

In a recent decision, a Pennsylvania trial court concluded that no privilege exists to prevent access to non-public social website information of personal injury claimants.

The saying that the cure is sometimes worse than the disease has taken on new meaning for employers in light of a recent decision by the U.S. Court of Appeals for the Third Circuit.

Ok, does it get much more annoying? You’re finally focusing on your work and having a very productive Monday morning so far. Then you get that familiar "bing" – the 82nd e-mail of the morning already from 1 of 25 addressees on a prior e-mail, who responds "I agree" or "LOL!" or "Yes, Jon, let’s set that up" (and, oh by the way, you’re not Jon).

We have been starting to see more court decisions on the issue of whether private social media accounts can be discovered by a party in a lawsuit.

Companies now frequently use social media to vet applicants, with some even going so far as to force applicants to permit company employees to access their various social media sites.

On Tuesday, I posted about a recent development on the issue of Facebook firings, and how we can continue to develop the applicable standard for analyzing that issue as the decisions keep coming.