join our network! affiliate login  
Custom Search
Daily and Weekly Editions • Articles • Alerts • Expert Advice • Learn More

ten most recent federal employment law articles Ten Most Recent Federal Articles

Touted Developments Contradict Rationales For Minimum-Wage Increase (Updated 09 14 14)

Fisher & Phillips LLP • September 15, 2014
A White House report has extoled wage-rate increases by "state legislatures and governors; mayors, county executives and city councils; and business leaders" as supposedly being compelling reasons to raise the federal Fair Labor Standards Act's minimum wage to $10.10 an hour. A flood of public statements by the U.S. Labor Department (in apparent contravention of Congress's 2014 appropriations limitation) and numerous media discussions have been to the same effect.

How to Apologize At Work

Young Conaway Stargatt & Taylor, LLP • September 15, 2014
Humility is a virtue. And, for most of us, it doesn’t come easily. Particularly for those of us who want to be good at our jobs and to please to whom we report, owning up to a mistake at work can be a difficult task. Management professor Robert Sutton offers advice about how to deliver a truly effective apology in his book, Good Boss, Bad Boss. A recent article about Sutton’s advice summarizes it in three steps.

OSHA Announces Significant Alterations to Reporting Requirements

Ogletree Deakins • September 15, 2014
On September 11, 2014, the Occupational Safety and Health Administration (OSHA) announced a final rule that significantly changes an employer’s duties to report workplace injuries to the agency.

EEOC and Mexican Consulates Team Up to Provide Guidance, Training, and Even Checks Global Employment Law

Littler Mendelson, P.C. • September 15, 2014
What started as a local effort has now become a national endeavor, as the United States Equal Employment Opportunity Commission (EEOC) and the Mexican Ministry of Foreign Affairs officially agree to join forces to create programs that will benefit both Mexican nationals working in the United States as well as their employers.

Employer Rejects Employee's Fitness for Duty Certification, Faces FMLA Liability

Franczek Radelet P.C • September 12, 2014
The story is for all you hunt and peck typists out there. But its message is a lesson for all employers when it comes to returning your employee from FMLA leave.

Bills Seek to Blunt EEOC Activities

Littler Mendelson, P.C. • September 12, 2014
Rep. Tim Walberg (R-MI), Chairman of the House Subcommittee on Workforce Protections, introduced two bills on September 10 aimed at curbing the Equal Employment Opportunity Commission's authority.

Which drug-testing law applies? Who knows?

Constangy, Brooks & Smith, LLP • September 12, 2014
This drug-testing case would make a great law school final exam.

Values First! An Interview with GlaxoSmithKline Senior Vice President, PD Villarreal

Ogletree Deakins • September 12, 2014
As described in Dan Pink’s book, To Sell is Human, GlaxoSmithKline (GSK), the global pharmaceutical, vaccines, and consumer health care company, has adopted a groundbreaking approach to paying its salespeople. Rather than base its sales representatives’ compensation on their own respective sales, GSK has removed individual sales targets and moved to reward representatives for their “technical knowledge, the quality of service they deliver to support improved patient care, and the overall performance of GSK’s business.”

Off-duty domestic violence — what’s an employer to do?

Constangy, Brooks & Smith, LLP • September 12, 2014
As NFL Commissioner Roger Goodell can tell you, it isn’t easy for an employer to handle off-duty domestic violence situations.

OSHA Issues Final Rule Revising its Severe Injury Recordkeeping and Reporting Requirements

Littler Mendelson, P.C. • September 12, 2014
The Occupational Safety and Health Administration (OSHA) has issued a final rule that makes two main changes to its injury and illness recordkeeping and reporting rule. In essence, the new rule updates the list of industries that are exempt from routine OSHA recordkeeping requirements, and expands the types of work-related injuries that must be reported to the agency. Under the terms of the new rule, covered employers must now report all work-related in-patient hospitalizations, amputations, and loss of an eye within 24 hours. The existing requirement to report all work-related fatalities within eight hours still holds. Moreover, employers with 10 or fewer employees are still exempt from the routine recordkeeping requirements. All employers, however, must comply with the severe injury reporting requirements.