Employment

A recent opinion letter from the U.S. Department of Labor suggests that the Ministerial Exception of the First Amendment applies to wage and hour laws. This issue has significant implications for churches and ministries.

A recent opinion letter from the U.S. Department of Labor suggests that the Ministerial Exception of the First Amendment applies to wage and hour laws. This issue has significant implications for churches and ministries.

A study was recently conducted by the Journal of Corporate Finance on almost 200 sexual harassment scandals. The findings? Publicly-traded companies that don't handle it well experience about 450 million dollars in financial damage.

A study was recently conducted by the Journal of Corporate Finance on almost 200 sexual harassment scandals. The findings? Publicly-traded companies that don't handle it well experience about 450 million dollars in financial damage.

Can employers require their employees to take the COVID-19 vaccine as a condition of employment? And if they can, should they? The short answers are yes, and it depends on the situation.

Can employers require their employees to take the COVID-19 vaccine as a condition of employment? And if they can, should they? The short answers are yes, and it depends on the situation.

Do you really need that workplace investigation? In many cases, the answer is absolutely “yes” …it may even be legally required. Read on to find examples of when “Yes, you should have an investigation!”

A recent decision from a federal appellate court explores the boundaries of the First Amendment’s ministerial exception to employment laws, specifically about the type of claims a minister can bring.

Navigating the needs of high-risk workers in the right way is critical for employers to avoid inadvertently discriminating against an employee on the basis of disability, health condition, or age.

The distinction between employees and independent contractors is a crucial one for businesses for many reasons. To avoid legal risk, ensure that your business’s personnel classifications comply with Colorado law.