Most companies use written “warnings” to provide the employee with a notice that improvement is necessary. Usually, the warnings are very specific about the deficiencies that must be corrected, such as absenteeism or tardiness.

Some employees believe that signing the warning is an admission of guilt and if they ... continue reading

The law Texas employers should keep in mind in regard to employees with disabilities is the Americans with Disabilities Act of 1990. This law requires employers to make “reasonable accommodations” for employees with disabilities. However, what defines these “accommodations” varies from workplace to workplace.

Here is an example to ... continue reading

An employer in Tennessee could legitimately decide to hire only employees who are 25 years old, or older. An employer may want to have this policy to ensure hiring staff that he or she feels may have the maturity necessary for the job. A better way to do this would ... continue reading

An employer must make “reasonable accommodations” on the job because of Title VII of the Civil Rights Act of 1967.

This law states that a Nevada employer must allow an employee to practice his or her “sincerely held” religious beliefs. Title VII also extends to training, salary, benefits, promotions, ... continue reading

In Texas, an employer who has had enough of immature workers is allowed to set a policy of hiring only persons over the age of 25. The employer is allowed to do this because there is no state or federal law that prohibits this practice.

The Age Discrimination in ... continue reading

Many employees think that signing a written warning indicates that they are guilty, but this is not true. Signing a written “warning” or disciplinary notice is not an admission of guilt.

A written warning provides a paper trail of the employee’s actions if further action is required. The warning ... continue reading

Most workers with a disability received little or no accommodation in the workplace prior to passage of the Americans with Disabilities Act of 1990.

After passage of this ground-breaking law employers in Nevada and nationwide must make “reasonable accommodations” for the disabled worker. But what these accommodations are varying ... continue reading

Because of Title VII of the Civil Rights Act of 1967, an employer is required to make “reasonable accommodations” for an employee’s sincerely held religious beliefs. Employers are also not allowed to discriminate against an employee based on color, race, sex, or national origin.

The main point is that ... continue reading

The Americans with Disabilities Act (ADA) of 1990 requires Maine employers to make “reasonable accommodations” for any worker with disabilities. But there are varying factors that determine from employer to employer what makes a change from existing conditions a “reasonable accommodation.”

Here are a couple of examples. For most ... continue reading

Before passage of the Civil Rights Act in 1967 an employee was not assured of protection from religious discrimination. Under this law, an employer must make “reasonable accommodations” regarding an employee’s religious beliefs.

Under Title VII of the Civil Rights Act a Georgia employer is prohibited from any practice ... continue reading

When there is no federal or state law in place, most employers base their HR policies on “best practices” in the field.

One such best practice is written disciplinary warnings. An employer or manager may use written disciplinary notices as “warnings” that an employee needs to improve his or ... continue reading

When an Alaska employer has an employee with a disabilities, because of the Americans with Disabilities Act (ADA) there must be “reasonable accommodations” made for the employee on the workplace. There are differing factors that could decide what constitutes a reasonable accommodation. This would depend on the job and the ... continue reading

Many Alabama employees wonder if an employer can discriminate by hiring only people who are at least 25 years of age.

In Alabama if an employer has become discouraged with the job performance of employees under age 25 there is no federal or state law that would prevent him ... continue reading

In the state of Wyoming, employers are prohibited from discriminating against workers because of their sex, religion, national origin, color, or race. This law was established with the passing of Title VII of the Civil Rights Act of 1964.

Religious discrimination in the workplace is illegal. When any employee ... continue reading

The question of what constitutes religious discrimination has presented itself in New Hampshire on several occasions. Essentially, employers throughout the United States are obliged to avoid discriminatory practices based on someone’s color, national origin, race, sex, or religion. To do so would be illegal under Title VII of the Civil ... continue reading

Many Iowa employees have questions about religious discrimination. Until 1964, employees really had no protection against any type of workplace discrimination. In that year, Title VII of the Civil Rights Act was passed. This law made it illegal for employers to discriminate against workers based on sex, color, race, national ... continue reading

Washington employers, as well as employers throughout the country, are required to provide reasonable accommodations for a worker’s sincere religious beliefs.

A sincerely held religious belief is one in which an individual regularly practices his or her faith, and observes the tenets of that religion.

In 1964, Title ... continue reading

In 1964, a law was passed that protected not only Ohio employees from discrimination at work, but also employees throughout the union. This law is known as Title VII of the Civil Rights Act. Simply put, employers may not discriminate against anyone because of that person’s sex, religion, national origin, ... continue reading

The Jury Systems Improvement Act is a federal Act that applies to employees in states across the country, including employees in the state of Connecticut. The Act is in place in order to ensure that employees will not be discriminated against by the employer if they are called to serve ... continue reading

To some employees in New Hampshire, the idea of “employment at will” is a threatening concept.  Does this really mean that the boss can just up and fire anyone at any time for any reason?  Actually, it does, and really no reason need be given.  However, when one thinks about ... continue reading

If you own a business in New Mexico you may be thinking about turning your business into a corporation. Becoming a corporation may be a great idea. There are certainly many advantages to doing so. However, you need to realize that there are many New Mexico business corporation laws that ... continue reading

If you are a business in Mississippi, you may be considering becoming a corporation. There is certainly a great deal of advantages to becoming a corporation, not the least of which is personal protection from business debts. However, there are many Mississippi business corporation laws that must be followed by ... continue reading