Dear Attorney Bob,

Our business currently has a policy that requires employees to be fully healed, with no restrictions, before they can return to work after a medical leave. Is this okay?
​
Sincerely,
Returning to Work in Reedsburg

Dear Attorney Bob,

I recently had an employee request an accommodation due to a disability, and I want to make sure we handle it properly under the ADA. I’ve heard about something called the “interactive process,” but I’m not exactly sure how it works. What steps should we be taking as an employer, and how do we avoid making mistakes that could lead to legal trouble?
​
Sincerely,
Careful in Kenosha

At Your Service
with Attorney Bob

Dear Attorney Bob,

We’ve been getting more requests from guests traveling with animals, and there’s a lot of confusion about what our responsibilities are when it comes to service animals versus emotional support animals. We want to make sure we follow Wisconsin law and the ADA, but also maintain a smooth operation. What exactly are we required to do, and what can we ask our guests about their animals?
​
Thank you,
Uncertain in Wisconsin

Dear WHLA Members,
​
September is Suicide Prevention Month, an opportune time for us to reflect on the crucial role employers play in supporting mental health and preventing suicide. Creating a healthy workplace is not just about physical safety; it's equally about mental well-being.

Dear Attorney Bob,

Election Day is coming up, and one of my employees mentioned that they might need some time off to vote. I’ve always encouraged civic participation, but I’m unsure about the legal requirements. How much time off do I need to provide, and does it need to be paid? What’s the best way to handle this to ensure both compliance and minimal disruption to our operations?
​
Best regards,
Puzzled in Pewaukee

​A recent federal court decision has significant implications for employment practices across the hospitality industry. U.S. District Judge Ada Brown in Dallas has ruled against the Federal Trade Commission's (FTC) proposed ban on noncompete agreements, which was set to take effect on September 4.

​It was a busy day in Washington, D.C. today. Hours before the FTC voted to ban non-compete agreements, the Department of Labor (DOL) announced a Final Rule marking a significant update to the overtime regulations under the Fair Labor Standards Act (FLSA).

In a landmark decision, the Federal Trade Commission (FTC) voted (3-2) to adopt a Final Rule that significantly alters the landscape of non-compete clauses in employment contracts across the United States. ​This ruling represents a pivotal change in federal employment law, aimed at enhancing labor mobility and curbing practices that are seen as limiting competition and innovation within the workforce.

Dear WHLA Members,
​
On Monday, the U.S. Equal Employment Opportunity Commission (EEOC) finalized regulations under the Pregnant Workers Fairness Act (PWFA), a critical update aimed at promoting workplace fairness for pregnant workers. Here's what you need to know to comply effectively within the hospitality sector.

Dear Attorney Bob,

After hearing your recent presentation at the GMHLA event, I'm a bit overwhelmed. You mentioned that the upcoming RNC requires not just basic training but customized role-playing scenarios and a deep dive into our policies. With all the extra hours our staff will be working, especially with bars closing at 4 a.m., is such extensive training really necessary? How does this fit with EEOC guidelines, and what's truly required to keep things smooth and legal?
​
Thanks for clarifying, Perplexed in Milwaukee