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Labor and Employment Law News All Post     

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Worksite Enforcement Targets Employment Law Violators
Posted on: Jan 18, 2018

Tasked with enforcing the business community’s compliance with federal employment eligibility requirements, U.S. Immigration and Customs Enforcement (ICE) Homeland Security Investigations (HSI) developed a comprehensive worksite enforcement strategy that targets employers who violate employment laws.

'Tis The Season To Be Mindful Of Workplace Accommodations
Posted on: Dec 13, 2017

Here is a list of five considerations to keep top of mind this season and year-round to stay off the U.S. Equal Employment Opportunity Commission’s naughty list and limit your company’s exposure to unwanted gifts in the form of religious discrimination complaints.

Indiana Bans “Ban the Box” But with New Protections for Employers and an Executive Order on “Fair Chance Hiring”
Posted on: Oct 31, 2017

The last decade has seen nationwide momentum for laws limiting, to various degrees, inquiries into the criminal histories of job applicants. Currently, at least 28 states and approximately 150 local governments have passed such laws.

Recent Seventh Circuit Decision on Long Term Leave as a Reasonable Accommodation Requires Re-Examination of Existing Doctrine on Americans with Disabilities Act
Posted on: Oct 23, 2017

On September 20, 2017, the Seventh Circuit Court of Appeals decided Severson v. Heartland Woodcraft, Inc., a case where a Plaintiff sought a three month leave beyond the federally mandated FMLA leave of 12 weeks that he had already taken due to a back injury. When the leave was denied, he filed a complaint under the Americans with Disabilities Act.

Time for Employers to Tune-Up Contract Tolling Provisions
Posted on: Oct 2, 2017

Frequently referred to as "tolling provisions," the intended effect of such provisions is to toll, or suspend, the time period restricting employment activity for an equal amount of time that the employee has failed to abide by the restrictive covenant. By doing so, the employer receives the intended benefit of its bargain to have a full and uninterrupted time period of an employee’s adherence to the restricted activity.

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