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Employers with transgender employees should be aware of recent developments in the interpretation of laws for transgender employees, especially in relation to an employee's access to restroom facilities while at work. This article provides a brief explanation of the law and the steps an employer can take to ensure that all employees remain comfortable in using restroom facilities.
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The U.S. Supreme Court on June 25 upheld federal health insurance subsidies for an estimated 6.4 million moderate and low-income Americans.
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The U.S. Supreme Court on June 1 revived a discrimination lawsuit that accused Abercrombie & Fitch Co. of refusing to hire a Muslim woman because she wore a religious headscarf.
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Despite legal questions surrounding electronic document management and the use of electronic signatures, these cases demonstrate that it is possible to successfully move to a paperless system. Here's what you need to know.
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To some, a recent labor board ruling about social media marks the end of workplace civility. To others, it's a boost to protected speech.
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Ebola arrived in the United States last fall; measles resurged this winter; and this year's influenza strains were some of deadliest in recent memory. In light of these public health threats, employers are struggling to ascertain their rights and obligations toward their workforce, including those who are infected, exposed, or at-risk.
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The highly anticipated draft Policy Memorandum (L-1B Memo) addressing the qualifying criteria for the L-1B visa category was released by U.S. Citizenship and Immigration Services (USCIS) on March 24, giving immigration practitioners and employers clear guidance on the definition of "specialized knowledge" and the standard of review USCIS adjudicators should apply when evaluating L-1B petitions.
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It is pivotal that a practitioner who wants to conduct formal discovery of social media user content understand how each site stores and communicates its data. Armed with information, the informed attorney may well reap huge rewards when engaging in digital discovery.
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Many retail and service employers try to simplify their payroll obligations by labeling certain employees as "commission" or "commission only." While federal law permits this practice in some circumstances, the rules are complicated and present many traps for the unwary.
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Religious diversity in the United States is increasing, and so are charges of religious discrimination. From 1999 to 2008, the U.S. Equal Employment OpportunityCommission (EEOC) received an average of 2,447 charges of such discrimination each year. Between 2009 and 2013, however, the EEOC received more than 3,000 such charges per year. In 2011 alone, the agency adjudicated 4,151 charges of religious discrimination.