By a vote of 58-51, the Michigan House last week approved legislation being pushed by the Michigan Chamber to limit businesses' liability in asbestos lawsuits. Similar legislation has been enacted in 12 states, including Ohio and Wisconsin.
Employment & Labor Law
Wage and hour, overtime and payroll issues comprise the number one legal concern facing employers, according to findings compiled by the Workplace Law Group at Bodman, LLP, Detroit. Bodman manages the Michigan Chamber's Labor Law Hotline, launched exclusively for Chamber members in 1997. Attorneys at Bodman field inquiries from Chamber members and provide instant access to information needed to protect businesses and comply with federal and state labor and employment laws.
Last week, the Michigan Chamber testified in support of legislation to provide transparency in asbestos litigation by requiring plaintiffs to file bankruptcy claims at the beginning of the tort process and disclose those claims during any litigation. Similar legislation has been enacted in 12 states, including Ohio and Wisconsin.
When I worked for a major Entertainment company, my VP had hired a young finance guy who held double degrees of both a Master of Business Administration and a Master of Finance.
With news stories breaking involving allegations of sexual harassment, employers are – or should be – thinking of proactive methods to prevent sexual harassment in their workplace.
Many businesses in Michigan and beyond are updating their harassment policies and rolling out handbook updates as 2018 gets started. Having a comprehensive but concise and understandable sexual harassment policy is a great tool for employers of all sizes, and may provide a valuable affirmative defense if a harassment allegation turns into a federal or state lawsuit.
While news regarding sexual harassment may have just recently reached new heights, litigation over harassment, including sexual harassment has been growing for years. The law allows employers and individuals to be sued for back pay, front pay, emotional damages, and other punitive damages for violation of the law related to harassment. In fact, employees have increasingly been utilizing the court system to file their own lawsuits or reaching out to either the:
News stories from the last few months reinforce how employers must be vigilant to protect employees internationally, nationally and locally. To protect employees, customers, and contractors, it does not really matter who the perpetrators are; what matters most is do our employees know what to do when they encounter aggressive intruders or active shooters in the workplace?
Beyond basic “never dos” like showing up late and/or inebriated, wearing flip-flops, or not knowing anything about the organization or position, there are other ways candidates can derail their chances of advancing further.
Interviewers need to be aware of warning signs; spotting them quickly can prevent possible problems later.
These can include:
A group hoping to legalize the recreational use of marijuana announced their plans to submit the required signatures to get the question on the 2018 ballot.
The shark species, as we know them, have been around for about 400 million years; they were dwelling the oceans when dinosaurs were roaming the land. Growing up on the Mississippi Gulf Coast, there is a saying: “We provoke a shark every time we get in the water where sharks happen to be. The ocean is not our territory – it is theirs.”