The national organization Society for Human Resource Management frequently weighs in with data and news that is relevant to the American labor landscape. In doing so, it often focuses on hot-button topics of special importance to employers of all stripes across the country.
We have duly noted in prior select blog posts at the established Dayton business law firm of Gottschlich & Portune that the employment law landscape in Ohio and nationally is notably broad.
No dissents. No concurrences. In fact, nothing but clear consensus among justices of the United States Supreme Court in an employment case termed by one national publication as “a remarkable win for labor rights.”
Are you an Ohio employer thinking that your company should have a more fine-tuned policy for issuing written warnings to workers with performance-related or on-the-job behavioral problems?
Employers sometimes seek to augment their work staff with additional individuals tasked to do specific types of work.
Words count in law, with case rulings on important matters in Ohio and elsewhere sometimes hinging on legal interpretations surrounding a single word.
If the #MeToo movement was a rock splashing into water, its spreading ripples would be notably pronounced. It is indeed impressive to see the material changes wrought by an initiative that is still arguably at an incipient stage.
How key is it for an employer in Ohio or elsewhere to ensure that its contracts – every one of them, ranging across the universe of business matters – are drafted with precision and completely devoid of ambiguities?
Although sexual harassment has always been a central employment-linked concern for companies in Ohio and nationally, it has seldom – if ever – garnered more attention than it is currently receiving.
If anti-poaching clauses are a mainstay of your business as an Ohio franchisor, you might want to promptly consult with experienced employment law attorneys for advice and potential revision of your policies and contracts.