At-will employment generally allows employment to end – by either the employer or employee – for any reason or no reason, other than for a violation of law. In West Virginia, as in many states, the rule that an employer has an absolute right to discharge an at-will employee is further tempered by the principle
The “minimum wage” is the minimum hourly wage that an employer must pay to a covered nonexempt employee for work, and is set by federal, state, and local law. The current federal minimum wage, which was set in 2009 under the Fair Labor Standards Act (FLSA), is $7.25/hour.
States are able to set their own
Some employers operate under the assumption that “at-will” employment means that an employee does not have to be given any reason for termination of his or her employment. However, that theory may allow an employee to overcome an employer’s motion to dismiss a discrimination lawsuit, since in order to overcome such a motion, a plaintiff
Retaliation claims are asserted in nearly half of the charges received by the Equal Employment Opportunity Commission (EEOC), according to its Chair, Jenny Yang, and now comprise the most frequently alleged basis of discrimination. On August 25, 2016, the EEOC issued its Enforcement Guidance on Retaliation and Related Issues. The guidance, which replaces the
Every “employer, employment agency, labor organization, and joint labor management committee controlling an apprenticeship or other training program” covered by Title VII, the Americans with Disabilities Act (ADA), or the Genetic Information Non-Discrimination Act (GINA) must post notices describing the pertinent provisions of Title VII, ADA, or GINA. Such notices must be posted in
In a year where political rhetoric has included name calling, jeers, and physical threats – and all of these coming directly from the candidates themselves – what can employers do to manage workplace discussions about political issues before those discussions become disruptive?
A nationwide survey conducted by CareerBuilder and Harris Poll ahead of
This post is written by Charles L. Thompson, IV, a shareholder in Ogletree’s San Francisco office and originally was published on the firm’s blog. The San Francisco paid parental leave ordinance is of note as the first in the country; it also is noteworthy that the employee need only work in, not live
By now, most employers are aware of the fact that the EEOC has announced changes related to the way that an employer’s position statement – the initial document filed by a company, outlining its defenses to a Charge of Discrimination – are being handled, and that those changes became effective on a nationwide basis on
By Maria Greco Danaher (Shareholder, Ogletree Deakins) and Christopher M. Danaher (Director, Client Partnership & Growth for Bellefield Systems)
Is the annual performance review a value-added event for employees . . . or is it an anxiety-generating mechanism that could be eliminated without the loss of any forward momentum to a company?
Here are a
Long-standing and consistently applied policy, coupled with clear and objective documentation of the employer’s financial status form the basis of a decision by the 6th U.S. Circuit Court of Appeals to uphold the dismissal of an employee’s age discrimination claim. Green v. Twp. Of Addison, 6th Cir., No. 14-1607, unpublished (May 27, 2015).
