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Commentary: Employers face an uphill battle in classifying a worker as an independent contractor due to DOL guidance that defines employee so broadly that such a classification should only be reserved for a narrow subset of workers.
A spate of recent decisions makes clear that the National Labor Relations Board has intensified its scrutiny of employer social media policies and this scrutiny extends no less to non-unionized employers.
Two recent victories for the Equal Employment Opportunity Commission should remind employers that rejecting a job applicant over a medical condition, even when the condition appears directly related to job performance, can expose the employer to serious legal consequences.