On April 12, 2018, the Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL) announced three new wage and hour opinion letters.

Such careful action can help employers avoid unintended liability under the ADA's interference provision.

Stephanie Hicks was an investigator on the narcotics task force of the Tuscaloosa Police Department.

The Ninth Circuit Court of Appeals recently held that a jury should determine the answer to that question.

Complaints of unequal pay should not be taken lightly, and certainly should not be met with an immediate adverse employment action.

Want a road map for how not to react to a successful job applicant who announces her pregnancy immediately after receiving an offer letter? Look at the reaction of one prospective employer in Florida who recently settled a legal claim on that issue.

A three-member panel of the National Labor Relations Board affirmed the decision of an Administrative Law Judge who upheld a car dealership's firing of a salesperson that was based on a Facebook posting.

Under Title VII, an unlawful employment practice is established when an employee demonstrates that gender is a motivating factor for an adverse employment action.

In order to be granted a leave of absence under the Family and Medical Leave Act (FMLA), an employee first must fulfill certain eligibility requirements, including having worked for the employer for at least 12 months, and having worked for at least 1250 hours within the prior calendar year.

Employment termination during an employee’s leave under the Family and Medical Leave Act (FMLA) may constitute "interference" with that leave.

Title VII of the Civil Rights Act makes it an unlawful employment practice for an employer to discriminate against "any individual" on the basis of membership in a protected class.

In a case that adds to a split among federal appellate courts, the 7th U.S. Circuit Court of Appeals has held that a company’s insistence on an employee being "100% healed" after a medical leave does not necessarily support the employee’s legal claim under the Americans with Disabilities Act (ADA). Powers v. USF Holland, Inc., 7th Cir., No. 10-2363, December 15, 2011.

Under Title VII, an unlawful employment practice is established when an employee demonstrates that gender is a motivating factor for an adverse employment action.