7 Things to Include in a Grievance Policy

An internal grievance procedure can be an effective tool for preventing wrongful termination lawsuits. Most employers have some form of grievance procedure in place, but few are used by employees and, when used, they’re often ineffective. Try including some or all of the following elements for an internal grievance policy that will actually work. Continue reading

How to Respond to a Whistleblower

When it comes to a whistleblowing employee, how the employer responds can make all the difference. An inappropriate response can put an employer in legal jeopardy. Continue reading

Spouses in the Workplace: Allow or Prohibit?

ThinkstockPhotos-496514968Employers often face the issue of whether to allow spouses or other family members to work together. Regardless the side the employer falls on, there is potential liability lurking. Continue reading

Employers: 9 Provisions You Need in a Whistleblower Policy

ThinkstockPhotos-497691905A potential whistleblower need only run a quick Internet search to find many attorneys ready to take his or her case. Knowing this, employers need to be proactive: Any employer handbook or policy and procedures manual should include provisions aimed at educating all workers about the rights and obligations of whistleblowers. Continue reading

Supreme Court’s Recognition of a “Ministerial Exception” in First Amendment May Have Wide-Reaching Implications

The following is a guest blog post by Alan D. Weinfeld of Parker, Milliken, Clark, O’Hara & Samuelian in Los Angeles.

The United States Supreme Court recently recognized the existence of a “ministerial exception” in the First Amendment, which precludes lawsuits by ministers against their religious institutions for violations of employment discrimination laws. This decision could have wide-reaching impact not just on churches, temples and mosques, but on all types of religious-based organizations. Continue reading

Anti-Retaliation Protections in the FLSA Don’t Apply to Job Applicants

The Fair Labor Standards Act (FLSA), which was intended by Congress to govern the employment relationship, does not cover job applicants. At least, that was the conclusion the Fourth Circuit recently reached in a case of first impression at the federal appellate level. Continue reading

No Pressure, Really

When employees request and take leave under the Family and Medical Leave Act, employers need to leave them be. Putting pressure on employees not to take leave or to cut it short is wrong and violates the law. Continue reading