Showing 6 posts from 2018.
In 2018, Nemeth Law celebrated its 26th year in business. Our success is due to clients like you whose support we greatly appreciate. Best wishes to you and your family for a joyful and relaxing holiday season and a prosperous New Year! Read More ›
Nemeth Law, P.C. partner, Deborah Brouwer, offers suggestions for holiday parties and best practices to keep everyone safe. Read More ›
Do your workplace policies need to be reviewed following the passage of Proposal 1? Nemeth Law attorney Sara Moore discusses the implications of the new marijuana law on employers and offers tips for employers who may wish to revise their policies in response to the legalization of recreational marijuana use in Michigan. Read More ›
Summer is here. Is your workplace prepared to handle the seasonal changes in dress codes? Whether you opt for guidelines or specific rules, Nemeth Law attorney Deborah Brouwer offers tips to help employers navigate often touchy dress code issues in the summer season. Read More ›
On March 7, 2018, the Sixth Circuit Court of Appeals (covering Michigan, Ohio and Tennessee) held that Title VII prohibits discrimination against an employee because of his/her transgender status. EEOC v. R. G. & G. R. Harris Funeral Homes, Case No. 16-2424. Just weeks before, on February 26, 2018, the Second Circuit (covering New York, Connecticut and Vermont) held that Title VII also prohibits discrimination by an employer on the basis of sexual orientation. Zarda v. Altitude Express, 883 F.3d 100 (2d Cir. 2018). Our firm covered the lower court opinions in a prior blog (July 26, 2017). Read More ›
While most of us are focused on Tax Day as the next major federal filing deadline, large employers and federal contractors should not lose sight of March 31 – the deadline for filing EEO-1 reports. For those who are unfamiliar, the EEO-1 report is a compliance survey mandated by the Equal Employment Opportunity Commission (EEOC) under its regulations implementing Title VII of the Civil Rights Act. Through this report, the EEOC collects data on the race, ethnicity, and sex of private-sector employees, which is subdivided by job category. The EEOC will use this data to analyze job patterns of women and minorities in private industry in order to guide enforcement efforts. To this end, the information included in an employer’s EEO-1 report may be used in litigation against that employer. Read More ›