Last night one of our team members “took a knee” during the national anthem before a company-sponsored game. His supervisor wants him disciplined for this conduct or at least transferred out of his department. Can we do that?
On October 12, 2017, California enacted a state-wide ban on employer inquiries into an individual’s salary history. The new law (AB 168) will apply to all employers, including state and local governments, and will take effect on January 1, 2018.
On September 5, 2017, the Trump administration announced that it would formally end the DACA program. If Congress is unable to enact new legislation to protect this program, DACA will terminate, impacting over 800,000 individuals.
As a reminder, on July 17, 2017, the United States Citizenship and Immigration Services (USCIS) released a revised version of the Form I-9, Employment Eligibility Verification, which employers must begin using no later than September 18, 2017.
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.