October 2010 Archives
To answer your question, it depends. And in Pennsylvania, there are a lot of factors that a court will consider, based on a recent case decided by the Pennsylvania Superior Court. But, unlike many prior Pennsylvania decisions that deal with the enforceability of a non-competition agreement after an employee is fired, this recent decision focuses on a non-solicitation agreement.
Read on to find out whether the non-solicitation agreement that an employees signs with your company is still enforceable if you decide to end the employment relationship.
The Patient Protection and Affordable Care Act , enacted earlier this year, amended the Fair Labor Standards Act (FLSA) to require a "reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child's birth each time such employee has need to express the milk." Employers are also required to provide "a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk." (Check out this fact sheet for more information)
It seems that one Iowa employer didn't get the memo. Instead, it now has a potential lawsuit. Read all the messy details, after the jump...
Now OSHA is expanding its taking aim at a new target: distracted-driving. Read how, after the jump...
What is your business doing to prepare for flu season and a possible 2010/2011 pandemic? I've got eight suggestions for you after the jump.
BUFORD -- When Buford City Schools bus driver Michele Threlkeld finished her final route on the last day of school, she reported to her supervisor's office, as was routine.I love reading articles that start this way, because you know that fireworks and lawsuits are going to ensue. So, cue the fireworks and lawsuits...after the jump.
Our old friend Robert Rank-And-File is at it again. He has sued his employer, Pennsylvania-New Jersey-Delaware, Inc., in federal court. Robert claims that Pennsylvania-New Jersey-Delaware, Inc. violated Title VII of the Civil Rights Act of 1964 when it failed to promote him because of his gender, national origin and race. Before he initiated his lawsuit, Robert filed a charge of discrimination with the United States Equal Employment Opportunity Commission. But Robert has a problem. He filed his charge two years after he claims that Pennsylvania-New Jersey-Delaware, Inc. failed to promote him. Under Title VII, his claim is now time-barred. But can he use the Lily Ledbetter Fair Pay Act to salvage his claim?
Find out after the jump...