As readers of this blog may remember, last week we discussed what constitutes a disability for purposes of the Americans with Disabilities Act. If a worker in Tennessee or elsewhere in the United States meets this definition, his or her employer has to provide the worker with reasonable accommodations that allow the worker to do their job despite their disability.
It used to be the case that disabled workers in Tennessee and nationwide had no protection against workplace discrimination. However, in 1990 the federal government enacted the Americans with Disabilities Act. This act is very important to employee rights across the nation, as it prohibits workplace discrimination based on a person's disability. Moreover, it mandates that employers provide disabled employees with "reasonable accommodations" so they can do their jobs.
Workers in Tennessee have many important rights under state and federal law. They have the right to be free from workplace discrimination, whether on the grounds of race, gender, religion, age or other protected category. They are also afforded the right to be free from retaliation in the workplace, should they step up and blow the whistle on wrongful working conditions. In addition, they have the right not to be harassed by a boss or co-worker.
Last month, we began discussing how even though it can be exhilarating for small business owners to finally be in a position to bring in some much-needed help, they will nevertheless want to proceed with caution in this endeavor -- particularly when it comes to drafting job applications.
Sexual harassment in the workplace can come in many different forms and have devastating effects on general well-being, mental health and job productivity. This blog is intended to briefly explain how sexual harassment is defined, and what you should do if you would like to take legal action.
When a small business owner reaches the point at which they are ready to bring in some much-needed help, it can prove to be equal parts exciting and unnerving. On the one hand, hiring new workers can mean freeing up more time and increasing productivity, while on the other hand it can mean having to invest considerable time in the interview and training processes.
In a series of ongoing posts, we've been discussing how even though employers may be intrigued by the prospect of having some college students join their team as unpaid interns during the summer break, they will nevertheless want to ensure they don't inadvertently expose themselves to potential liability by taking this step.
Last time, we discussed how with summer finally here, many college students will be seeking to secure paid or unpaid internships in order to gain some much-need experience in a field of interest.
With Memorial Day weekend upon us, it means college students will now be taking a long break from the rigors of their academic schedule and, of course, looking for something to do during their three-month respite.
In today's post, we'll conclude our ongoing discussion of the Uniformed Services Employment and Reemployment Rights Act, the groundbreaking federal law that provides re-employment rights to all workers who temporarily leave their positions to perform some manner of military service.