Employers should carefully consider which employees should be bound by non-compete agreements or at least consider selectively enforcing them only against departing employees who can adversely impact the business.
Comments
Biden administration announces new COVID-19 vaccination requirements for large employers, providers of Medicare and Medicaid health care services.
Unlike Title VII, the federal Equal Pay Act shifts the burden of proof to employers to prove a nondiscriminatory reason for pay difference.
Appellate court’s ruling appears to have made it easier to bring employment discrimination claims under federal law.
Employers should clearly state intention to arbitrate disputes when drafting agreements.
Employers should have a no call/no show policy to avoid unemployment claims.
The duties test must be applied to determine an employee’s exempt status or employers may face an adverse (and costly) appellate court decision like this one!
Michigan issues new COVID-19 rules for health care employers and ends restrictions for all other employers, effective today.
Michigan to allow return to in-person work starting May 24 as state reaches COVID-19 vaccination threshold.
Michigan incentivizes residents to get the COVID-19 vaccine with double-benefit of defeating virus and fully reopening state’s economy sooner.
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Recent Updates
- Judge Strikes Down Federal Ban on Non-compete Agreements
- Michigan Employers Can Legally Resist Union Organizing Efforts
- Michigan Supreme Court Decision Reinstates Previous Versions of Wage Laws
- Union Power in Michigan: Is it Real or Imagined?
- Employers Should act Now to Address Rising DOL Salary Thresholds for Exempt Employees
- Is This the end of the Employee Non-Compete Clause?
- Tax Considerations When Settling an Employment Claim 2.0
- DOL Finalizes Rule Tightening Independent Contractor Test
- NLRB Finalizes Rule Broadening Joint Employer Test
- EEOC Issues New Proposed Enforcement Guidance on Harassment in the Workplace