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.
Read MoreEmployees have no First Amendment freedoms in a private workplace. Although federal law does not protect political speech in the workplace, state or local laws may include those protections.
Read MoreNon-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.
Read MoreThe EEOC has updated its guidance to explain when employers may screen an employee for COVID-19 before entering the workplace or returning to work after being infected with COVID-19.
Read MoreThe 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.
Read MoreWith the 6th Circuit's removal of the 5th Circuit's stay on OSHA's vaccine mandate, employers with more than 100 employees must act quickly to create and implement policies and procedures implementing the mandate.
Read MoreThe 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.
Read MoreThe 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.
Read MoreEmployers can require COVID-19 vaccinations for most employees as a condition to remaining employed. Employees whose employment is terminated because they refused to get vaccinated usually will not be eligible for unemployment benefits.
Read MoreEmployers should make sure they do not commit age discrimination when making pandemic-related decisions regarding layoffs, telecommuting, and other changes in working conditions.
Read More