In an important Fair Labor Standards Act (FLSA) case, Integrity Staffing Solutions, Inc. v. Busk, the Supreme Court recently ruled
An employer may not make an applicant’s religious practice, confirmed or otherwise, a factor in employment decisions, according to a
A recent decision from the Kentucky Supreme Court has clarified the quantum of proof required to support a claim for
When the Equal Employment Opportunity Commission (EEOC) investigates a disability discrimination complaint brought under the ADA, one of the first
On June 25, 2015, the United States Supreme Court upheld a key provision of the Affordable Care Act (ACA) in
A recent change to the Family Medical Leave Act (FMLA) has given employers yet another thing to keep in mind
The National Labor Relations Board’s controversial final rule revamping its procedures for union elections, commonly referred to as the “ambush”
The U.S. Supreme Court has clarified an employer’s obligations under the Pregnancy Discrimination Act to accommodate pregnant employees who have
Employees who work for not-for-profit organizations can be some of the most committed and caring employees in the workforce. Indeed,
Kentucky courts have always strictly construed employee non-competition agreements against employers and in favor of employees. This means that any
The National Labor Relations Board (NLRB) has reversed existing law and ruled that an employer that allows employees access to
The circumstances under which an employer can require an employee to undergo a physical examination is an issue HR professionals
All employers are now required to use a new I-9 Form. Effective May 7, 2013, the new form replaces all prior forms and must be used for newly hired employees. The new form also must be used to reverify employees whose documentation is expiring.
The proliferation of social media issues in the workplace has created a multitude of challenging new problems for employers. The National Labor Relations Board (NLRB) is doing its best to expand that list.
Employers must be mindful that the Americans with Disabilities Act (ADA) applies to a wide range of both physical and mental conditions, as a March 29 decision from a Washington federal court makes clear. The case is one of the first disability discrimination lawsuits taken to trial concerning bipolar disorder.
The number of discrimination complaints received by the U.S. Equal Employment Opportunity Commission rose to an all-time high last year, led by an increase in discrimination charges based on religion and national origin.
A company’s most valuable asset is its customers. Businesses expend a great deal of energy to develop and maintain client relationships. What happens, though, when an employee exits the company to start a competing business and takes valuable clients with him? Without adequate safeguards, the results can be devastating.
This spring a federal court in Louisville approved a new way for Kentucky employers to limit their liability in employment-related lawsuits. The court upheld a prior agreement between an employer and employee where they had agreed to shorten the statute of limitations to one year for any future lawsuit brought by the employee. Since the employee in this case filed her discrimination and wrongful termination claims eighteen months after she was terminated – six months beyond the shorter statute of limitations they had agreed to – the court held that the agreement barred the employee’s claims and dismissed the lawsuit.
Organized labor appeared to suffer a major blow when the last Congress failed to pass the Employee Free Choice Act (EFCA). To some, EFCA’s demise signaled the end of the modern labor union. But the National Labor Relations Board (NLRB) is making sure that doesn’t happen. With a majority of its members appointed by the current administration, the NLRB is flexing its muscles in support of organized labor and workers’ rights.
The economic crisis is taking its toll on employers. Businesses large and small are slashing payroll and laying off employees.