Suppose you work at or own, a staffing agency. Your company provides contingent workers “temps” to companies looking to, well, temporarily, augment their workforce. Maybe your client has specific preferences as to who it hires. Maybe they prefer their workers be of a particular ethnic background or a certain age. Maybe they don’t state such […]
COVID Exposure, OSHA– and You…
Can an employer really get in trouble if an employee gets COVID? I mean, COVID is airborne, and it’s all around. How can anyone really know exactly how someone gets COVID? Just because your employee has COVID, doesn’t mean s/he got it from work, right? Even if s/he did get COVID at work, that doesn’t […]
Disability Discrimination, Joint Employment and the EEOC– Oh My!
You have attendance policies, right? I hope so. Most employers seem to have them–and you should. Your employees need to know what is expected of them. You are somewhat ham-stringed if you try to discipline an employee due to attendance issues when you don’t have a clear policy. Your first thought might be to make […]
An Employer Is Responsible for Employees’ Housing and Transportation? Whaaaat?
Are you responsible for your employees’ living conditions? Do you have to ensure that your employees have habitable sanitary housing? I know what some of you are thinking: There she goes again, that crazy brunette employer’s attorney with her off-the-wall questions. (C’mon, admit it you think I may really have flown off the deep end […]
The NLRB’s About-Face (Again) on Joint Employment
The NLRB handed down four decisions last week that should come as welcome news to employers after the last several years. We’ll look at one of them this week and the rest of them over the next week or two. For those of you who are new to employment law, the National Labor Relations Board’s […]