I’m a big fan of marriage; It has definitely been good to me.
But marriage does not always mean it is good for a company … at least when it comes to hiring, preemployment inquiries, or every day operations.
Employers, however, that do not understand when they can or cannot make hiring and firing decisions
Companies understandably find employment law to be simultaneously chaotic, complicated, and confusing. And this state of affair certainly applies to the Family Medical Leave Act, (FMLA). This is especially true when it comes to the two distinct type of claims that may be brought under the FMLA and the consequences each type of FMLA claim
I recently gave a presentation about controlling e-discovery costs in employment litigation. The topic is especially relevant to employers because e-discovery costs and risks are often inherently one-sided. And there is nothing more frustrating for a company to settle a claim with little to no merit, simply because the cost of litigation – magnified
Michigan has seen a significant emphasis on hiring military veterans. The most recent example takes place at the National Veteran Small Business Conference and Expo on June 26-29, 2012 in Detroit at the Cobo Center and hosted put on by the Department of Veterans Affairs.
The California based law firm Littler Mendelson’s Unfair Competition and Trade Secrets Practice Group discussed a recent dismissal of a Computer Fraud and Abuse Act claim brought by a company against its former employee.
The case, Ajuba International, L.L.C. v. Saharia (PDF), involved the U.S. federal court for the Eastern District of Michigan rejecting
Recently a drunken day of debauchery at an Atlanta golf club resulted in a letter to the club president (PDF) recounting a lowbrow version of Caddyshack-like antics (apologies to Caddyshack aficionados).
But these antics are also a stark reminder about concerns every employer should have when it comes to preventing hostile work environment claims arising
David K. Williams and Mary Michelle Scott are CEO and President, respectively, of Fishbowl. They recently offered the unique interview approach their company uses to hire job applicants, Seven “Non-Negotiables” to Prevent a Bad Hire.
Mr. Williams and Ms. Scott explain that their company screens candidates using a list
It finally happened; This blog noted back in August 2011 that the Sixth Circuit would likely make significant changes in favor of employees bringing claims under the Americans with Disabilities Act (ADA).
On May 25, 2012, the Sixth Circuit Court of Appeals made it official in holding that plaintiff employees bringing claims under the ADA
Any employee who has spent a fair amount of time in the workplace knows you will find people that are – politely speaking – simply jerks. That reality, however, becomes a nightmare if that jerk is your manager.
But fortunately for companies, an employee’s nightmare does not always create a cause of action for a
I am presenting a Webinar titled E-discovery Tips for Winning Employment Cases, on May 31, 2012. One of the main problems the presentation addresses is reducing the difficulty employers experience when it comes to meeting their preservation obligations in response to employment litigation. However, with various regulations, record keeping requirements and creative lawyers, this