Often, employers do not learn the extent of a former employee’s misconduct until after the employer ends the employment relationship or the employee resigns. This information may be useful if the former employee pursues litigation against the employer because it can be used as the basis for asserting the after-acquired evidence defense.Read more »
- March 20, 2020 OCR Announces HIPAA Telehealth Security Waiver in Response to COVID-19 Pandemic
- March 13, 2020 ALERT: COVID-19 / Coronavirus-Related Ransomware and Phishing Attacks
- March 12, 2020 Colorado Temporarily Requires Employers to Provide Sick Leave While Awaiting COVID-19 Testing
- February 13, 2020 Coronavirus – Employers, Be Smart! Be Prepared!
#metoo 9th circuit ada affordable care act agreements artificial intelligence brexit business california california supreme court ccpa cobra colorado compensation compliance confidentiality coronavirus covid-19 data security defend trade secrets act department of labor discrimination dress code drug testing economic loss rule eeoc employee handbook employee safety employer liability employers employment employment agreements employment discrimination employment law equal pay equal pay act essential employees eu exemptions false claims act fcra feha firing first amendment flsa free speech hacking hairstyle healthcare health coverage health insurance hiring holiday season human resources illinois information security insider threat labor law lay off marijuana medical leave medical loss ratio medical marijuana minimum wage misconduct new jersey new york non-competition non-employees non-solicitation offer of employment on-call overtime payroll petition pregnancy disability leave premium rebate protected class reduction in force regulations retention salary salary history inquiry seasonal workers sex discrimination sexual harassment small employers social media supreme court technology termination texas tip credit title vii trade secrets wage & hour law wages washington whistleblowers workplace policy