This blog is not intended (and should not be used) as a substitute for legal advice since legal advice may only be given in response to inquiries regarding specific factual situations. Moreover, the topics discussed could be affected by a number of factors, such as: special legislation regulating certain employers or activities; the presence or absence of a union; the language of any applicable collective bargaining agreement, employment contract or employment policy; applicable federal, state, or local laws or regulations; etc. Put simply, employers and employees should always consult with, and obtain specific advice of, legal counsel when making or implementing decisions and/or policies.

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