All hotels aspire to provide their guests with top-quality service no matter the location or type of establishment. As guests resume—and ramp up—their business and personal travel post-COVID-19, all establishments must be prepared to accommodate individuals with disabilities. Ensuring grounds, sleeping rooms, bathrooms, and websites are accessible goes beyond simply maintaining legal compliance.

Maintaining a competitive edge in the brick and mortar retail space can involve taking risks—having employees use ladders in day-to-day operations is one most retailers cannot avoid. However, preventing and reducing ladder-related accidents and injuries is essential to keeping your workers and customers safe.

Employers are apt to focus on OSHA's heat-related enforcement rules when temperatures are high, but protecting workers from heat hazards is critical throughout the year when fluctuations in temperature changes are unsafe.

During the busy holiday season, retailers work harder than any other time of the year and, consequently, can experience an uptick in workplace incidents involving customer and coworker misbehavior.

California is pushing the pay envelope to enhance transparency and pay equity for employees in the state. Effective January 1, 2023, Senate Bill 1162 requires California companies with 15 or more employees to include the pay scale for the position in every job posting, and to report additional information on their employees' pay and diversity to the California Civil Rights Division.

Tech startup companies often choose to compensate or incentive employees with some form of equity to conserve precious cash. Compensating employees with equity acts as an incentive for employees to work hard to get the company's product ready for market, with a potential big payoff down the road. But determining what kind of equity compensation is right for a particular business can be difficult and the rules are complicated.

It's no secret that the statutory deck under ERISA is stacked heavily in favor of multiemployer pension plans and against employers contributing to—or withdrawing from—Taft-Hartley trust funds. Construction employers should take demands for withdrawal liability seriously. The failure to strictly adhere to statutory deadlines can be, and often is, catastrophic by denying an employer the ability to contest the withdrawal liability in arbitration.

The Great Resignation and lasting effects of COVID-19 have retailers fighting for talent. In what continues to be a very tight labor market, employers are enhancing employee benefits offerings hoping to recruit and retain employees. On this episode of We get work™, we discuss out of the box benefit offerings retail employers should consider, including the compliance and tax issues to keep in mind when implementing new benefits.

The U.S. Supreme Court decisions that were issued in June 2022 had a significant impact on employers, and employers are now looking at implementing policies and practices in response to the decisions. The Court's decisions broadly affected employment in areas such as privacy, benefits, religious accommodation, and gender discrimination. Looking forward, employers should be poised to act quickly to comply with the law.

Recent Supreme Court decisions, congressional primaries and economic issues have resulted (at times) in contentious and polarizing discussions inside and outside the workplace. These recent events and related social movements remind us how tenuous the balance remains between free speech and a safe, harmonious workplace. What should an employer do?