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Insight
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April 11, 2006

Multistate Employers Should Review Their "New Hire" Reporting

Most employers are by now familiar with the general obligation, in existence since October 1, 1997, due
Insight
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March 21, 2006

New York Employers Must Obtain Proof of Age From "Youthful" Employees

With little fanfare, New York State has amended its Labor Law to require employers to maintain "proof
Insight
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March 17, 2006

An Employer's Guide for Dealing with "Unusual" Tax Withholding Requests

IntroductionIn the ordinary course of commencing employment a new employee will execute a W-4, Withholding
Insight
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March 13, 2006

California Supreme Court to Decide Issues Concerning Meal and Rest Periods and Reimbursement of Expenses

Underscoring the increasing prominence of wage and hour issues, the California Supreme Court has agreed
Insight
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March 10, 2006

Responding to Security Breaches Under Ohio's and Pennsylvania's New Notice-of-Security-Breach Statutes and Other States' Notice Laws

Beginning in February 2005, the media reported a flood of data security breaches involving some of the
Insight
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March 3, 2006

Small Employers Beware: The U.S. Supreme Court Has Ruled that Title VII's Employee-Numerosity Requirement Does Not Determine Jurisdiction

Small employers should take special care to advise their counsel of the total number of their employees
Insight
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March 2, 2006

Amazon v. Magee: New Case Law Clarifies Temporary Partial Disability Benefits In Nevada

A recent Nevada Supreme Court case, Amazon v. Magee, 119 P.3d 732 (2005), shed light on a workers'
Insight
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February 23, 2006

Context Counts: The Word "Boy" May Be a Racial Epithet At Work

In a brief unanimous opinion, the United States Supreme Court ruled on February 21, 2006 in Ash v. Tyson
ASAP
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February 17, 2006

Disclaimer

This Blog/Web Site is made available by the lawyer or law firm publisher for educational purposes only
Insight
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February 9, 2006

The Expanding Harassment Umbrella: Retaliatory Harassment Continues to Gain Traction as a Viable Cause of Action

Employers who monitor their potential liability for workplace harassment should add retaliatory harassment

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