There are some Vermont employees who have developed concerns regarding dress code issues. To begin this discussion, the Civil Rights Act of 1964, specifically Title VII of that act, does not allow employers to discriminate against any individual because of his or her religion. Included in this description is the ... continue reading

In the state of New Hampshire, both employers and employees have begun to ask more questions about the legalities involved in making alterations to employer dress codes.

An important fact is that quite a number of court cases have shown support for an Islamic woman’s right to wear a ... continue reading

Massachusetts employers, as well as some employees, have increasing questions about the rights of employees when it comes to dress code requirements. Several cases, for example, have gone to court and shown support for an Islamic woman’s right to wear clothing that protects her modesty.

A car rental agency ... continue reading

Questions about dress code regulations have recently arisen in the state of Kansas. For instance, is it all right for an Islamic woman to wear certain clothing that protects her modesty while at work? There have, in fact, been several court cases that have supported an Islamic woman’s right to ... continue reading

Many court cases, in Arizona as well as throughout the United States, have indicated that employers must generally make exceptions to the dress code as a reasonable accommodation, according to the law.

The federal law from which these rulings stem is Title VII of the Civil Rights Act of ... continue reading

In the state of Tennessee, many employees question whether pre-employment polygraphs are legal.

The state does not have its own polygraph law in regards to employment. Instead, it follows the federal model. In most cases, private employers are not allowed to give lie detector tests for pre-employment screening. In ... continue reading

The state of Oklahoma is one of many in this country that observes the Employment at Will doctrine. There are quite a few workers, however, who have questions regarding exactly what that means. The simple answer is that employees have every right to quit a job whenever they want, and ... continue reading

Almost the only time pre-employment polygraph tests are acceptable under the law is when federal, state, or local governments are administering them. For instance, any person who applies for a job with a law enforcement agency or one that is related to homeland security will have to pass a lie ... continue reading

Questions about age discrimination are common among employees in West Virginia. Would it be discriminatory for an employer to only hire people who are at least 25 years of age? The short answer to this question is no, it would not be discriminatory. This is true regarding both federal and ... continue reading

The concept of Employment at Will poses a number of concerns among workers in Pennsylvania. Specifically, they wonder exactly what it means.

To put it simply, when a contract or other form of agreement does not exist between employer and employee, the Employment at Will doctrine takes precedence in ... continue reading

Age discrimination in South Dakota has many employees concerned about their legal rights when it comes to employment. A popular question that arises frequently is: Is it alright for an employer to state that he or she only wants to hire persons who are at least 25 years of age? ... continue reading

Although a number of states have imposed limitations on Employment at Will policies, Mississippi workers have questions about what such policies actually mean. Employment at Will originated as a common law idea. It stipulates that, without any formal contract between employer and employee, every worker has the right to quit ... continue reading

The state of New Mexico has numerous employees who wonder if pre-employment polygraphs are legal.

To begin, New Mexico does not have a separate polygraph law for employment. New Mexico follows the federal model, known as the federal Employee Polygraph Protection Act. This act prohibits the majority of private ... continue reading

The Age Discrimination in Employment Act prohibits job discrimination that is based on age, but the technicalities of this regulation have some Nebraska workers confused. While the act does protect against age discrimination, it only applies to workers who are at least 40. It does not offer protection for younger ... continue reading

The issue of age discrimination has become quite a debate among many workers not only in Utah, but also throughout the country. According to the Age Discrimination in Employment Act of 1967, the discrimination of a person because of his or her age is illegal. The caveat here is that ... continue reading

Employees in Tennessee frequently have questions in regards to the definition of Employment at Will. This is a common law notion stating that, without any type of formal employment contract, employees have the right to quit their jobs any time they want to, regardless of whether or not they have ... continue reading

Employees and employers alike in Connecticut have questioned the meaning of Employment at Will. Employment at Will is a common law theory that allows workers to quit a job whenever they want. It also allows employers to fire workers at any time. Not only do employers not have to provide ... continue reading

If any Delaware employers decide to hire only those persons who are more than 27 years old, then it would not be considered age discrimination. This is true according to both Delaware law, as well as federal law. One reason that an employer might make such a decision is because ... continue reading

Some workers in Maryland have wondered if pre-employment polygraphs are legal in that state.

Though the state does not have its own polygraph law relating to employment, it does follow the federal model. Under the federal Employee Polygraph Protection Act, the majority of private employers are prohibited from administering ... continue reading

North Carolina does not have a federal or state law prohibiting discrimination that is based on sexual orientation. Human Resources professionals, in general, tend to agree that discrimination that is based on sexual orientation is not a best practice. There are quite a few organizations that do have rules prohibiting ... continue reading

Nebraska does not have a state or federal law that prohibits discrimination based on sexual orientation. There are a number of states, however, that do have statutes that outlaw this type of discrimination.

The majority of Human Resources professionals believe that discrimination based on sexual orientation is not a ... continue reading

No state or federal laws exist in Oklahoma that prohibit discrimination that is based on sexual orientation. Despite this, the majority of Human Resources professionals agree that this type of discrimination is not a best practice. There are quite a few organizations that have specific rules prohibiting it, and some ... continue reading

In the state of West Virginia, no state or federal laws exist that prohibit discrimination based on sexual orientation. In spite of this, there are many organizations that have rules that prohibit such behavior, including non-profit agencies and businesses. There are also lots of states and municipalities that have statutes ... continue reading

While there is no federal law or Washington state law about written warnings for workers, most good Human Resources professionals have adopted them. They’re considered good practice, and they’re the rule at most major franchises and companies.

Written warnings are usually part of what is called a “progressive” discipline ... continue reading

There is no federal or Tennessee law prohibiting discrimination based on sexual orientation. There are, however, some organizations that have rules prohibiting it. Many of these include non-profit agencies and businesses. Some states and municipalities have statutes that outlaw this type of discrimination.

Under Title VII of the Civil ... continue reading

A written notice to employers: Don’t underestimate the value of written warnings to your workers.

Such written notices should be part of a formal and progressive disciplinary process. The notices serve as warnings that a worker needs to avoid some ongoing misconduct or to improve performance.

Human Resources ... continue reading

Many companies have adopted written warnings as part of a formal and progressive disciplinary policy.

Employers often discover, however, that workers have two opposing misconceptions about written notice. One is that signing a written notice is an admission of guilt. The second is that refusing to sign it means ... continue reading

When an employee engages in misconduct, or is not working up to par, what procedures can an employer adopt to deal with the matter in a clear and formal way?

At some point, firing may be necessary. But what should be done before that?

Human Resources Professionals generally ... continue reading

The best Human Resources professionals in the business consider written warnings an invaluable part of a formal and progressive disciplinary process.

Most large companies and franchises have adopted them as part of their policies. Most have integrated them into a larger disciplinary plan.

There are no Colorado or ... continue reading

The Rehabilitation Act applies to many employees in the state of Delaware, as it applies to many employees in states across the country because it is a federal Act. When an employee has a qualifying disability and works for a covered employer, the employer is prohibited from discriminating against the ... continue reading