Unionized Hospital Must Bargain Over Effects of Communicable Disease Policy
In Virginia Mason Hospital, 357 NLRB No. 53, the National Labor Relations Board recently found that a Seattle hospital violated its duty to bargain under the National Labor Relations Act when it implemented a communicable disease policy that r
Handbook Policy Supports Employer’s Viewing of Employee’s “Private” E-mail
Cases involving employers viewing of employee “private” e-mails are popping up more and more frequently. The latest case from the Georgia Court of Appeals on the subject shows the importance of having a policy that allows the employer
Garnishments: Corporations in Georgia Need an Attorney to Answer
A corporation served with a summons and garnishment in Georgia must file an Answer in the Court issuing the summons. This Answer must now be signed by an attorney licensed in Georgia. This new rule applies to garnishments in Georgia State
Court Recently Holds that EEOC Lawsuit Not Covered Under EPLI Policy
Now may be a good time to review your Employment Practices Liability Insurance (“EPLI”) Policy to ensure coverage is available when the EEOC comes knocking on your door. In an order entered on September 16, 2011, the U.S. District Co
Recent Case Highlights The Importance of Clear Policies When an Employer Monitors Employee Computer Use
Many employers use software programs to monitor their employee’s use of company computers. A recent case in Indiana highlights how this can get an employer in trouble if they do so improperly. In Rene v. G.F. Fishers, Inc., 2001 U
Tyson Fresh Meats Pays $2.25M To Settle Sex Discrimination Case
Tyson Fresh Meats, Inc. has agreed to settle allegations of sex discrimination brought by the Department of Labor’s Office of Federal Contract Compliance Programs. Under this agreement, Tyson will pay $2.25 million in back wages, interest a
Retaliation will get you in trouble not just under discrimination laws, but under the Sarbanes-Oxley Act as well
On September 14, 2011, Bank of America was ordered by OSHA to reinstate an employee and pay approximately $930,000 dollars in back wages, interest, compensatory damages and attorney fees to an employee that was fired in violation of the whistleb
Unemployment Discrimination: Is “Unemployed” a Protected Class?
Can job applicants claim they were discriminated against because of a long history of unemployment? No, but the law could be changing. Subtitle D of the proposed Americans Jobs Act incorporates a previously introduced bill that would allow civ