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

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

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

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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.

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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.

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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.

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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).

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

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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.

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

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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.

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

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

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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.

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

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

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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.

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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.

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