Very few states do require an employer to pay for jury duty. As the time of publication, if you live in the District of Columbia, Alabama, Georgia, Louisiana, Colorado, Massachusetts, Connecticut, Nebraska, New York or Tennessee, the employer is required to compensate employees for some -- ...
惠普(HP) employer漫ERCHANT评价指南说明书 OKLAHOMA QUICK AND EASY GUIDE TO LABOR & EMPLOYMENT LAW PROVIDED BY BAKER DONELSON Disclaimer: These materials do not constitute legal advice and should not be substituted for the advice of legal counsel.www.bakerdonelson.com ...
Employers must also offer unpaid leave to employees onactive military duty. They also must reinstate employees to their jobs at the end of their military leave, and pay them thesame wages and benefitsas before they left for military duty. Jury Duty Employers mustexcuse employees who serve on ...
Eligible full-time employees under FMLA are entitled to 12 weeks of unpaid medical leave a year due to your serious health condition or those of your immediate family members, such as a child, spouse or parent. Your employer must provide you with an equivalent position, pay, benefits and wor...
Helix TCS, Inc., provides security services for businesses in Colorado’s state-sanctioned marijuana industry. One of its employees, Robert Kenney, alleged that he and other security guards regularly worked more than 40 hours per week without overtime pay. Helix did not dispute the fact that Ke...
Bunch of Ford employees recommended Mr Hoffmann for workers compensation claims. Said he handles all the union workers who get injured at the plant. Response from the owner:Thank you Steve. I wish I handled all of the work comp claims, but I do represent many. Whether it's large employers...
“No-fault” attendance policies are common in many industries, especially those involving union settings. These policies do not require employees to justify an absence by presenting a doctor’s note or other equivalent evidence. For instance, under some policies, employees are assessed between .5 ...
for the Ninth Circuit disagreed, and held on appeal that Quon’s expectation of privacy in his text messages was reasonable due to the city’s informal policy of allowing employees to pay for overages, and that the city’s search was not reasonable, despite being conducted for legitimate,...
be aware that, once there arises a reasonable anticipation of litigation, all potentially relevant evidence — including social media content — must be preserved. This is especially important for employers (and their counsel) who may be responsible for informing multiple employees of this duty to ...