|Keeping You Posted
Recent developments in employment and labor law
|Keeping You Posted provides you with the latest updates in employment and labor law. As a supplement to Employment Law Comment, Keeping You Posted supplies you with a review of current federal and state cases, as well as legislative and regulatory changes, from your perspective as an employer.
Some of the many topics we discuss in Keeping You Posted include federal discrimination laws, the National Labor Relations Act, the Fair Labor Standards Act, and the Occupation Safety and Health act. Other topics include immigration and workplace privacy, including emerging trends in social media in the workplace. Add the RSS feed above to your favorites, and stay up-to-date on the issues that affect your Company.
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Wednesday, 31 July 2013 15:24
The ADA requires employers to engage in a flexible, interactive process to identify reasonable accommodations for disabled employees. When an employee requests leave from an employer under the ADA’s protections, the employer must provide a good faith effort in working with the employee to find an amenable solution. The U.S. Court of Appeals for the Seventh Circuit recently provided employers with guidance on this ADA requirement.
Wednesday, 31 July 2013 14:33
The Supreme Court made a promising employer-friendly decision this term regarding Title VII retaliation claims in University of Texas Southwestern Medical Center v. Nassar.
Monday, 22 July 2013 16:08
An Illinois court of appeals has established a bright-line rule concerning the length of employment required to enforce non-competition or non-solicitation agreements with at-will employees.
Friday, 19 July 2013 10:15
A U.S. District Court in New York has determined the Computer Fraud and Abuse Act (“CFAA”) does not address claims related to employee misuse of business information obtained from a computer to which the employee properly had access. The court analyzed both broad and narrow interpretations of the statute, but concluded the CFAA should be applied narrowly. The court did not extend the CFAA to the removal of a company’s information by an employee through use of a flash memory drive on computer servers in an effort to surreptitiously rip information from the drives.
Monday, 15 July 2013 15:32
Employers should always obtain a general release from employees who are to be terminated. The value of the release to the employer was clearly displayed in this recent case out of the Seventh Circuit where a release of “any and all” claims was enforceable against the former employee’s claim for ERISA pension benefits. Mary Leigh Pirtle, an associate who specializes in this particular area of the law, explains.
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