Wilford H. Stone

One of the toughest responsibilities a manager faces is deciding to terminate an employee. It requires courage, composure, and compassion. But beyond the immediate discomfort of delivering the news lies a vital leadership opportunity: reflection and learning.

Not all bad behavior stays in Vegas—or anywhere else off the clock. Off-duty conduct by employees, especially those in leadership, can create significant risk for employers.

Are you prepared to properly deal with a harassment complaint in your workplace? The “ostrich” defense — burying your head in the sand and ignoring everything — will never work in front of either a judge or a jury. Employers will be held accountable for their actions, or inaction as the case may be.

Sometimes, without even knowing it, people say things to co-workers that could be considered discriminatory and open up legal risk. It’s important to avoid these topics, or, if you’re a manager, stop them.

Theft can take many forms in the workplace, even indirect forms. Employees should be mindful, and employers should take several measures to make sure policies address the various forms.

Claiming you were doing as you were told won’t be an acceptable answer. You’ll want to follow these steps instead.

While a lawyer gives advice, the client has to live with the outcomes of decisions

The American With Disabilities Act his summer will mark its 32nd anniversary. The law created requirements for companies to provide reasonable accommodations to help employees perform the essential functions of their jobs.

The U.S. Supreme Court will hear a case in 2022 brought by an Iowa fast-food worker who claims that employers have no right to force arbitration on employees after first contesting the lawsuit in pretrial proceedings.

Iowa and federal discrimination laws protect individuals from discrimination in the workplace on the basis of race, color, religion, gender, sexual orientation, national origin, disability status and age.

A national labor shortage resulting in a tight labor market has employers reconsidering the use ERBs for their entire workforce.

Whatever your office arrangement, and even if working from home will not be a permanent option for your employees, remote work still presents a host of legal challenges for employers to consider.

Early last year, remote work was a growing but limited part of the workforce. Many employers initially resisted the remote work model for fears that it would reduce collaboration and efficiency. However, remote work suddenly has become the status quo as many companies have delayed returning to work due to the recent COVID-19 delta variant surge.

Employment lawsuits continue to rise. Unfortunately, certain practices repeatedly have resulted in a higher risk of employment litigation for businesses. …

Whether a worker is an ’employee” or an ‘independent contractor” is one of the most important questions in employment law. …