Companies can take steps to minimize the chances of workplace violence by understanding what the risk factors are and developing policies to minimize the opportunities for workers to be victims of such conduct. Due to the realities of workplace violence, companies should create policies and procedures for when violence does break out.
On Aug. 27, 2015, the National Labor Relations Board (NLRB), the federal agency responsible for regulating labor law, issued a controversial landmark decision, which overturned 30 years of established precedent and has the potential to upend traditional labor relations.
With the Supreme Court on one side of the issue and the NLRB firmly on the other, it is important for employers to fully understand the pros and cons of arbitration agreements with class action waivers, especially in an era of increased employment-related litigation.
When Wendy’s International LLC created its employee handbook, the company probably never imagined it would become the poster child for what not to do. Yet the National Labor Relations Board (NLRB) has held up Wendy’s efforts as an example of illegal, overbroad rules and regulations in violation of federal labor laws.
Considering some alarming recent practices, employers need to understand current U.S. Equal Employment Opportunity Commission (EEOC) actions and trends and what areas may leave them particularly vulnerable to scrutiny.
For employers, a growing number of legal cases demonstrates the challenges with maintaining a safe, efficient workforce amidst the increasing number of states that have legalized medical and recreational marijuana.
Navigating the Fair Labor Standards Act (FLSA) has always been a challenge for employers. The FLSA is a comprehensive national statute governing how to properly pay employees, and it has only gotten more complicated in recent years.
When employees curse excessively in the workplace, or even a little bit, some companies may want to use their own “f-word” — as in “firing.” Others may barely notice, and some may not want to deal with it. Yet employers need to carefully consider their responses to profane and obscene language in the workplace.