Settlements Archives - Rubin Employment Law

Two men in a meeting assessing their business

21
Nov

In the dark about employment law issues?

Alix Rubin, Esq.
Accommodations, Confidentiality, Discrimination, Employers, Employment Agreements, Equal Employment Opportunity Commission (EEOC), Exempt Employees, Family and Medical Leave, Fraternization, Harassment, Non-compete Agreements, Overtime, Paid Sick Leave, Policies, Procedures, Retaliation, Settlements, Severance, Sexual Harassment, Social Media, Workplace Safety
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November 21, 2022

Did you know the Department of Labor can hit you with hefty penalties and interest simply for not keeping track of your hourly employees’ time, even if you pay them properly? Many of my clients don’t know what they don’t know about employment law issues in their company. 

28
Oct

Monkeypox leading to more workplace harassment?

As if we didn’t have enough workplace issues to deal with, we now have a new virus:  Monkeypox. The majority but not all of the reported Monkeypox cases have involved men who have been or are in close relationships with other men. Because of the virus’s link to gay and bisexual men, there may be an uptick in harassment and discrimination in the workplace. 

13
Jul

Should you fire that toxic employee?

Employers usually put up with toxic employees for too long. By the time they are fed up with the employee’s behavior or sees the damage this employee is inflicting on the business, a situation may have arisen that makes it more difficult to fire that employee.

06
Mar

How to conduct a workplace investigation that keeps you out of hot water

In this age of #MeToo, it is more vital than ever to conduct proper investigations into complaints of sexual and other types of harassment in your workplace. To be effective, investigations must be timely, thorough, confidential (to the extent practical and as permitted by law), and transparent. What constitutes a timely investigation? To be timely,

09
May

A single tweet… and the ‘Putty Tat’ may get ya!

Just because you’re a yellow bird doesn’t mean you may tweet to your heart’s content at work on company time and equipment, or anywhere if your tweets (or other online posts) consist of:

racial, ethnic or sexual slurs toward other employees;
defamatory comments about the company, other employees or clients;
personal gripes that violate harassment, discrimination or non-disparagement policies;
company confidential information; or
illegal activity.