If you have a big office of your own, feel free to schlep in your spin bike, but for the rest of the desk jockeys and office drones, taking up a bunch of space with a nordic track is a quick way to ensure that the whole office will hate you. Everyone wants to be healthy, but with the work day not getting any shorter, and more people working behind computers than ever before, how realistic is it to find time during the day for even simple exercise? And nobody wants to look lik
Cyber bullies, internet shame brigades, DDOS attacks— It seems that with each new invention we have to take for granted, we immediately discover exotic new platforms to make each other miserable. It appears that the old adage rings true: the more things change the more they stay the same. Bullying is something we all would like to have left behind at school, like illegible sparkly gel pens, but the topic of bullying has gotten a lot of press in the past few years, despite evi
If you've read our recent post, The Scoop on Wrongful Termination, then this will at least be familiar to you. Wrongful termination, the rules governing at-will employment, and determining who's exempt and who's non-exempt are some of the most confusing topics for both bosses and employees.
It doesn't help that the answers vary from case to case. It's hard to bring up a hypothetical example of something that could unequivocally be called wrongful termination without then ha
If you live in a "right to work" state like California, then this is probably something you've wondered about at least once or twice. Most people working today are classified as "at-will" employees, meaning that the employer or employee may terminate the employment relationship at any time, with or without cause.
That means that your boss can fire you for no reason at all, unfortunately, and you'll be left with no legal recourse. It is some consolation, however, that emplo
Welcome to our 101 series! This is an opportunity for us at Felahy Employment Lawyers to share some general information and provide clarification about a few common misconceptions.
First off, you should know that nothing we will be discussing during the following series is considered a trade secret or something known only to lawyers and employers. These are your rights. This information is free and available to anyone who knows where to look.
We encourage all of our reade