Nolo

2 weeks ago | nolo.com | Melora Garrison

Workplace knee injuries can be caused by anything from a one-time accident to repetitive stress over time, and can affect anyone from a nurse moving a patient to a delivery driver lifting heavy packages. Because a knee injury can make it difficult to walk, much less lift or carry objects, employees who sustain knee injuries are often unable to work for long periods of time.

1 month ago | nolo.com | Melora Garrison

Workplace shoulder injuries can be caused by anything from a slip-and-fall accident in an office to repetitive overhead motions like painting or hammering during a construction job. Because a shoulder injury can make it difficult to reach, lift, carry objects, or even type, employees who sustain shoulder injuries are often unable to work for long periods of time. Severe shoulder injuries can require surgeries such as rotator cuff surgery or shoulder arthroscopy.

1 month ago | nolo.com | Melora Garrison

In recent years, "captive audience" laws have emerged as a significant battleground in American labor relations. These laws address a common workplace dynamic where employers require employees to attend meetings about unionization, politics, or religious matters without allowing them to leave or express opposing views. Several states have passed laws prohibiting such meetings.

2 months ago | nolo.com | Melora Garrison

Workplace diversity, equity, and inclusion (DEI) programs have become increasingly controversial in recent years, with some employers rolling back their DEI initiatives due to increased scrutiny and others maintaining that DEI is essential to their business success. But what does the law say about DEI? Recent social and political debates aside, well-designed DEI programs have long been legal under federal laws prohibiting employment discrimination.

Jul 30, 2024 | nolo.com | Melora Garrison

Under the Private Attorneys General Act (PAGA), California employees have long been able to file lawsuits against their employers on behalf of themselves, other employees, and the state for a wide range of labor and employment law violations. But the law, enacted in 2004, was always controversial. On the one hand, PAGA empowered employees to act as private attorneys general to pursue penalties without having to rely on state enforcement of labor laws.