Can an employer be held liable for acts of employment discrimination carried out by another employer? The quick, lawyerly answer is ... it depends.

When employees get fed up at work, they increasingly turn to social media to air their gripes.

You’ve got to ask yourself one question: Is my practice of tip pooling rendering my use of the minimum wage tip credit improper?

The U.S. Supreme Court is set to decide a case that may have a significant impact on how employers approach defending claims under multiple federal employment laws.

For employers who have had the good fortune not to face an employment discrimination claim — a development that can seem like a matter of when rather than if depending on how long you’ve been in business and how many employees you have — the dealings with a government agency such as the EEOC can be a daunting proposition.

A friend recently shared with me that she was “afraid to care” when it came to the subordinates she encounters on a daily basis. Especially during this holiday season, it struck me as a sad commentary on what the exponential growth of lawsuits has done to the important interpersonal and professional relationships in the workplace.

Consider the following scenario: You are a nonunion employer who has just conducted an internal investigation into a harassment complaint by an employee (let’s call her Monica).

The task of conducting internal investigations may have just gotten a bit more difficult.

I recently returned from Oktoberfest. And no, I am not talking about the Oktoberfest held in La Crosse -- I am talking about the real deal in München, Germany.

A common dilemma for employers is contesting an unemployment claim now and possibly a discrimination claim by the same former employee later.

A good friend of mine -- not named Warren -- is around 5-foot-9 with boots on, and over the last few years or so has fluctuated between 185 and 200 pounds.

Over the years, I have noticed that there are two general questions I receive when people find out I practice employment law.

Watching the process of employment discrimination claims in Wisconsin in recent years, I’m reminded of one of my favorite episodes of "Seinfeld."

Some of you may recall my article a few years back entitled “What About Roberta?” about transgenderism in the workplace. In that piece, we followed “Bob,” a long-term employee who came into an office seeking support as he went through the process of transitioning from male to female.

According to a New York Times article written by Tara Parker Pope, about 100 million Americans, nearly half of all adults, are unmarried.

This year, July 20 was a day that came and went seemingly unworthy of note in the world of employment law.

Ordinarily, when you think of a compensable injury for workers’ compensation purposes, you think of an injury that occurs on the worksite while performing services growing out of or incidental to employment.

Sometimes employers with suspicions that an employee is abusing sick leave by calling in sick when perfectly healthy will pay a private investigator to follow and spy on the absent worker.