After we finally got our minds (and workplace policies and practices) wrapped around COVID-19, our employees have now expressed concern about monkeypox and what we’re doing about it.
Now that our employees have returned to the office, we have discovered that something else has also unfortunately returned – bedbugs! What do we do now?
An employee has objected to anti-discrimination and harassment training that includes a module on sexual orientation and gender identity based on her religious beliefs. Must she be accommodated?
I want our employees and our clients to feel safe and confident about their face-to-face dealings with one another, but I am concerned about escalating tensions around the issue of masking during this next phase of the pandemic.
Over the past several months we have heard from multiple applicants and employees about whether the company offers cryptocurrency as an option for compensation.
We are a multi-state employer that allowed a large percentage of our employees to work remotely during the pandemic and provided equipment. Now that we’re back at the office, how do we get our property back?
One of our store managers, Romeo, called today to inform me that he is now dating the assistant manager, Juliet, at his location in Los Angeles. How do I handle this uncomfortable situation?
The holiday season is upon us, and we’d like to celebrate this year by holding an actual office party like we did in the “before” times. Can we make sure only vaccinated people attend?
Dear Littler: You alerted us to wage & hour and leaves & benefits issues stemming from our “wandering workers” who have scattered across the country during the pandemic, yet continue to work for our Texas-based company. We have some tax questions for you.
We’ve been hearing a lot of conflicting information about what we may and may not require of our employees. Because our business is public facing, may we at least ask our employees whether they are vaccinated?
