As I think about all of the agreements with arbitration provisions that I’ve drafted for clients over the years.
***wipes brow, tugs collar, clutches pearls***
This post seems timely, seeing as most of your employees claiming a Friday-of-Memorial-Day-Weekend migraine are going to do this anyway.
Kidding, I’m not that jaded.
(You guys; however, I’m not so sure)…
Folks, if I were on a deserted island with no wi-fi, but just enough battery power and 4G LTE signal to stream one compliance webinar — welcome to deserted dork island — I’m tuning in to EEOC’s New Resource on Leave as an ADA Reasonable Accommodation: A Closer Look with EEOC Commissioner Chai Feldblum.
That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”
There are times when an employee claims that his working conditions have become so intolerable — a really, really bad hostile work environment, that he is forced to resign. That’s a claim of constructive discharge. If that employee later wishes to bring a claim against his former employer, he must do so within a certain period of time.
Does the statute of limitations on a constructive-discharge claim begin to run from the date of the last discriminatory act? Or the date of the resignation?
Last night, the U.S. Department of Labor published its final rule updating the Fair Labor Standards Act overtime regulations. Unless you’ve been living under a rock, if you dabble in human resources, you’ve heard a thing or two about these changes, which the White House has touted as automatically extending overtime pay protections to over 4 million workers within the first year.
What are the changes and how will they impact your workplace?
Yesterday, the U.S. Equal Employment Opportunity Commission announced here that it had issued issued final rules on how the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act apply to employer-sponsored wellness programs.
So, what do y’all need to know about the EEOC’s new rules on employer wellness programs?
(No one ever accused me of burying the lede)