Vol. 49 Nbr. 6, June 2019
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- After bias complaint, keep calm & manage on: Half of EEOC discrimination claims now include a retaliation charge.
- Document all casual, interim staff check-ins.
- Interns: New rules change the paid vs. unpaid decision.
- Positive tests for marijuana hit 14-year high in workplace.
- Supreme Court gives new tool to fight class-action claims.
- Even if you outsource HR duties, you can be liable for vendors' mistakes.
- Lessons from the Microsoft case: What to do when old #MeToo claims pop up.
- FMLA: Employee has 3 years to sue if violation is 'willful'.
- Ignoring interactive process pops Party City's balloons.
- NLRB: Bathroom chat isn't protected activity.
- Prepare to prove that your discipline has been consistent.
- When is more 'ADA leave' unreasonable?
- Yes, you can terminate during FMLA leave.
- Q&A: Alcohol, drugs and the ADA.
- Remind bosses: Don't make presumptions (or comments) about alcohol treatment.
- DOL: 'Gig workers' are independent contractors.
- IBM lesson: Check for biased wording on job sites.
- NLRB aims to scrap 'quickie union election' rules.
- Over half of U.S. employers are working to fix pay equity.
- Paid leave & marijuana are the top HR law challenges on the state and local level.
- Submit your EEO-1 pay data by Sept. 30.
- Supreme Court to rule on whether federal anti-bias law protects LGBT workers.
- Health insurance during FMLA leave: How to comply.
- The HR I.Q. Test.
- Cut your outside legal fees by watching for 6 red flags.
- When to call your outside attorney, and when to handle it yourself.
- The Mailbag.