Employment Law Blog

Creating Policies to Attract and Retain Employees

If you are an employer that has tried to hire recently, you know that companies are struggling to find talented employees given the low unemployment rates. Outside of income and healthcare, one major way that a company can…

Is Your Company Email Policy Violating Employees’ Federally Protected Rights?

Posted by Lida Bannink | Labor & Employment

Virtually all employers maintain policies regarding the use of company email. Often these policies…

Do I Have to Pay My Agricultural Employees Overtime and Minimum Wage?

By Lida Bannink | Labor & Employment

As everyone who has worked in agriculture knows, agriculture happens in seasons. The seasonal variability means that during peak season,…

The ADA is Not a Medical-Leave Entitlement for Employees, the Seventh Circuit Holds

A request for a multi-month medical leave is not a reasonable accommodation under the ADA.

Are You Opening Yourself to a Lawsuit in How You Discipline Employees?

A common pitfall of employers is to narrowly think of discipline as a tool to punish an employee for inappropriate conduct or deficient performance. However, discipline can also serve many other purposes. For instance, discipline…

Walking the Fine Line of Creating an Employee Handbook

Employers walk a fine line in creating employee handbooks that both protect the employer's legitimate business interests while also not infringing on an employee's rights. A frequent challenge to employee handbooks is the…

Non-Competition Agreements

Lida Bannink | Labor & Employment

A non-competition agreement is an agreement that employers use to limit their employee’s behavior after the employee leaves their company.…

The Limits of Free Speech in Employment

Many are surprised to learn that free speech protection is limited within the scope of employment.

DOL Issues Guidance On Classification of Independent Contractors

The guidance specifically relates to determining who is an employee under the Fair Labor Standards Act (FLSA).

Supreme Court Focuses on Motive in Religious Discrimination Under Title VII

The U.S. Supreme Court recently ruled that an employer does not need actual knowledge of a job applicant’s need for a religious accommodation to discriminate against that job applicant under Title VII.

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