A hacking incident involving the personal information of 143 million Americans generated headlines this past week. Employers should be aware of their obligations in responding to security breach incidents.
U.S. multinational employers and their EU subsidiaries have little time to spare before starting to address compliance with the EU's General Data Protection Regulation.
The EU's General Data Protection Regulation, while designed primarily to update current law to address the digital economy, will impact every aspect of the employment relationship, including the processing of payroll for all employees located in the EU.
The holiday weekend marked the end of summer fun, but state legislatures across the country remained hard at work in August. Predictive scheduling and protected time off remain very hot topics. Several antidiscrimination bills also made headway.
If your workplace drug and alcohol-testing policies take a zero tolerance approach to medical marijuana because the use, distribution, or possession of marijuana is unlawful under federal law, a recent decision could be a game-changer.
Last month, a court ordered an employer to pay a terminated employee a little over $1.8 million in damages for failing to accommodate the employee’s use of prescription opioids, and for terminating her for a positive drug test result.
We recently offered a position to a candidate. He had a reasonable amount of head hair at the time we offered the job. We require hair testing both for new hires, and for random screenings thereafter. He is now bald. What do we do?
On July 17, 2017, the Massachusetts Supreme Judicial Court unanimously held that an employee may pursue a disability discrimination claim under state law against her former employer for failing to accommodate the employee’s use of medical marijuana.
