By Karla Grossenbacher and Scott Mallery
Seyfarth Synopsis: In six months, the U.S. presidential election will take place and inevitably employee views on the elections and election issues will make their way into the workplace. In today’s highly polarized socio-political landscape, the intersection of workplace dynamics and individual politics often causes disruptions in the workplace. When confronted with these
Continue Reading It’s An Election Year: Understanding Restrictions on Employer Actions Regarding Employee Political Activity
Seyfarth Synopsis: We have seen the benefits of technology in keeping us connected in the new remote working environment and the flexibility that it provides, but how does this impact employees’ ability to disconnect from their work?
Seyfarth Synopsis: On April 21, 2021, the Chicago City Council unanimously passed an ordinance prohibiting retaliation against any employee who takes leave from work to get a COVID-19 vaccine, and requiring any employer that mandates its employees receive the vaccine to provide up to four hours of paid time off per dose.
Seyfarth Synopsis: With the announcement of the roll out of the Pfizer/BioNTec COVID-19 vaccine commencing in the UK last week (week of December 7, 2020) and vaccination roll out to commence in the US in due course, international employers are considering their options to mandate 
Seyfarth Synopsis: During the COVID-19 crisis, employers are being thrust into situations in which they inquiring into and monitoring the private lives of their employees in unprecedented ways. However, employees still have privacy rights and, even though some intrusions upon employee privacy are warranted during the pandemic, employers need to beware of unintended consequences of legally 
Seyfarth Synopsis: The Tenth Circuit Court of Appeals 
Seyfarth Synopsis: Private employers can face competing obligations when it comes to responding to employees’ expressive conduct. Employee rights may collide with employer obligations to maintain a safe and harassment-free work environment, not to mention the employer’s interest in maintaining productivity and avoiding adverse publicity. Here are some guiding principles. 
Seyfarth Synopsis: For several years now, employers and the EEOC have been at odds over whether employers must automatically reassign a disabled employee to an open position as a reasonable accommodation, or whether employers can maintain a policy of hiring the most-qualified individual for the position, by requiring a disabled employee to compete for open