Posts in Employment Law
2024 Brought Heightened Awareness of Political Speech in the Workplace

While the election is over, the sharp political divide reflected in the candidates’ campaigns is not. Therefore, employers will continue to difficult decisions about setting the tone and culture of their workplaces, which may include restrictions on political speech.

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What Parties Need to Know About Non-Competition, Non-Solicitation, and Non-Circumvention Provisions

Non-competition, Non-solicitation, and Non-circumvention provisions frequently appear in employment agreements, but they also can be useful in joint venture agreements or in a contract for the sale of real estate or a business. Understanding the difference between these provisions and how each should be used is essential to protecting the parties' needs.

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Can Employers Stop Employees from Taking a Stand on the War in Ukraine or Require Them to Support the Employer’s Position?

The war brought about an outpouring of support for Ukraine, as well as anger toward Russia. Although employers can ban all political speech, content-based employer restrictions may violate employment discrimination laws.

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“Vexations” and Uncertainty in Workplace COVID-19 Vaccine Mandates

The United States Court of Appeals for the Fifth Circuit recently stayed application of OSHA's vaccine, testing, and mask mandate for private employers having more than 100 employees. However, the future for those mandates remains uncertain.

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Religious Accommodations Required for COVID-19 Vaccine Mandates

The Biden Administration is mandating COVID-19 vaccinations for many private-sector employees. When employees object to vaccination on religious grounds, employers must determine whether the employee's objection is based upon religion, rather than on political, social, or personal preferences. This article discusses the EEOC’s latest guidance on employer responses to requests for religious accommodations from vaccine mandates.

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