Welcome to the Management Rights Blog. Thanks for visiting the site. This blog will focus on labor and employment law issues, developments and musings. We will cover issues and developments in our home state of Ohio and beyond. We are management side lawyers and this blog will focus on the management perspective, which is often ignored or misrepresented in main stream press reporting of labor and employment law developments.
Your participation in the blog through suggestions, requests, comments and criticisms is welcomed. We will try to respond to any e-mails we receive, time permitting. If we refer to comments we receive in future posts, we will not attribute them without permission.
Among the topics we plan to regularly cover are:
- Important developments in case law
- New and pending legislation regarding employment matters
- Employment law issues in the news
We hope you will stop by again and, as always, feel free to drop us a line via e-mail.
PartnerMark Chumley has experience representing management in all aspects of labor and employment law. He has handled numerous cases before state and federal courts and state and federal civil rights agencies, including claims ...
Get Updates By Email
RSS Feed
Follow us on Facebook
Follow us on Twitter
Follow us on LinkedInTopics/Tags
Select- Labor & Employment Law
- Employee Benefits and Executive Compensation
- Coronavirus
- Employment Law
- Department of Labor
- IRS
- Paycheck Protection Program
- Retirement
- ERISA
- ACA
- Affordable Car Act
- Arbitration
- Employer Policies
- Accommodation
- Labor Law
- Reasonable Accommodation
- Americans with Disabilities Act
- Employer Handbook
- Employment Litigation
- National Labor Relations Act
- National Labor Relations Board
- 401(k)
- Social Media
- Litigation
- EEOC
- Securities Law
- Workplace Accommodations
- Federal Arbitration Act
- Wage & Hour
- NLRB
- Title VII
- ADAAA
- Sexual Harassment
- Employment Settlement Agreements
- Preventive Care Benefits
- Transgender Issues
- Employer Rules
- Unions
- Health Savings Account
- SECURE Act
- Discrimination
- Sexual Orientation Discrimination
- Technology
- US Department of Labor Employee Benefits Security Administration
- Privacy
- FMLA
- Disability
- Workplace Violence
- Sixth Circuit
- Disability Discrimination
- Equal Employment Opportunity Commission
- Fair Labor Standards Act
- OSHA
- Overtime Pay
- Representative Election Regulations
- NLRA
- Religion Discrimination
- Department of Justice
- Gender Identity Discrimination
- Posting Requirements
- Class Action Litigation
- Disability Law
- E-Discovery
- Evidence
- Benefits
- Family and Medical Leave Act
- Environmental Law
- Privacy Laws
- Older Workers' Benefit Protection Act (OWBPA)
- Healthcare Reform
- Telecommuting
- Electronically Stored Information
- Affirmative Action
- Equal Opportunity Clause
- Compensable Time
- Pregnancy Discrimination
- Security Screening
- Supreme Court
- Occupational Safety and Health Administration
- E-Discovery Case Law
- Electronic Data Discovery
- ESI
- Unemployment Insurance Integrity Act
- Return to Work
- Seniority Rights
- American Medical Association
- Attendance Policy
- Classification
- Confidentiality
- Disability Leave
- Equal Pay
- Fair Minimum Wage
- Federal Minimum Wage
- Genetic Information Discrimination
- Media Policy
- Misclassification
- National Origin Discrimination
- Race Discrimination
- Retaliation
- Social Media Content
- State Minimum Wage
- Wage Increase
- Taxation
- Employment Incentives
- HIRE Act
- Social Security Tax
- Antitrust
Recent Posts
- Benefits Monthly Minute UPDATE: Hot-Off the (Electronic) Press! DOL Issues New E-Disclosure Rules
- Should Employers Use COVID-19 Antibody Tests?
- NEW COVID-19 Guidance For 125 Plans and HRA Premium Expense Reimbursement
- IRS Q&As Address Open Questions on CARES Act CRD and Loan Administration
- What Should Employers Do About Employees Who Refuse to Return to Work?
- Reopen Ohio Guidance for Employers
- COVID-19 and Trade Secrets
- Ongoing COVID-19 Issues for Employers to Consider
- DOL Releases FFCRA Rule
- DOL Issues Additional Guidance Clarifying FFCRA