After seeing several players’ hair covering their jersey numbers during a performance of the Star Spangled Banner, former New York Yankees’ owner, George Steinbrenner, instructed the players to cut their hair. It was then, in 1973, that the New York Yankees’ grooming policy was born. The official team policy states that, “all players, coaches, and male executives are forbidden to display any facial hair other than mustaches (except for religious reasons), and scalp hair may not be grown below the collar.” Over the years, many have commented about the policy and some have openly rebelled. Continue Reading
Grooming Standards: No Longer So “Hair-Larious”
Posted in Employment Law
On March 21, 2019, the Eleventh Circuit Court of Appeals (which covers employers in Florida, Georgia, and Alabama) issued a decision that helps us answer this question: How do employees prove they were victims of unlawful discrimination in the workplace? Lewis v. City of Union City, Ga., No. 15-11362 (11th Cir. Mar. 21, 2019). For those of you with lots of time on your hands, you can click on the hyperlink and read the 
The United States is currently nearing full employment with the unemployment rate under 4%. Such a hypercompetitive labor market calls for innovation and creativity in luring and retaining top talent. A new study that sheds light on how employees value benefits may help employers maximize the “bang for the buck” of benefits packages offered to prospective and current workers.
Recently, an insurance company released a 
With Friday’s agreement to re-open government operations, at least temporarily, E-Verify is once again operational. The Department of Homeland Security (DHS) has provided the following guidance to employers who participate in the E-Verify program.
With Super Bowl LIII this Sunday and March Madness fast approaching, it is important to consider the impact of office pools on the workplace.
Using a vendor for your COBRA compliance does not mean you are safe from claims. The employer bears ultimate responsibility for complying with COBRA. It appears that Pepsico and Lockheed may be about to learn this lesson. Both were sued recently in Hillsborough County for failure to send proper COBRA election notices after employees terminated employment. In both cases, the COBRA notices at issue appear to be from a third party COBRA administrator. The plaintiffs allege that the COBRA notices did not contain all of the items required under the 
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