RSSBusiness Law With James Jorgensen
We have noted several times it is of great importance to employers to completely and accurately document performance problems. The consequence of not doing so was apparent in a recent case.
Indiana is in the minority of states which, on a limited basis, permits employees to carry firearms to work.
In prior articles, we have noted that when an employee raises a discrimination claim (age, race, national origin, etc.), the employer can defend itself by establishing a legitimate non-discriminatory reason for the decision. When this occurs,…
Employers face two potentially inconsistent requirements. First, they are mandated to consider each employment decision by doing an individualized assessment of each individual, considering the facts which are unique to that person.
Most college students are off for the summer. Some can work, perhaps in the work segments they hope to enter. Others may seek summer internship, a program which may be attractive to employers.
To maintain a claim under the Americans with Disability Act, a plaintiff must establish he has a disability. A disability may include a physical or mental impairment that substantially limits one or more major life activities.
As we have noted on previous occasions, Title VII prohibits sexual discrimination. By far, the majority of the claims are brought about by female employees against their employers.
The number of claims of religious discrimination has grown significantly over the past several years. Within these claims are those relating to an applicant’s or employee’s dress or grooming.
It’s Wednesday afternoon. I have my telephone calls on hold and I’m trying to figure out how I have done so poorly on my NCAA tournament brackets (Villanova, what did I do to you?)
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Should Chicago’s Pullman neighborhood receive national park status?