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Today is National Flex Day, an occasion to celebrate the benefits and importance of flexible work arrangements: telecommuting, flex time (no more 9-to-5), and compressed work weeks (longer shifts, fewer days). Flex time is great for employees seeking work-life balance, especially those with dependent family members (children and the elderly) whom they have to care for.

It's also surprisingly important for employers. Here are three reasons why:

A worker at a Florida Chili's restaurant was fired after posting a series of shirtless pictures of himself in the restaurant's kitchen on Facebook.

The pictures, posted by a man calling himself Justin Speekz on a publicly visible Facebook profile, were labeled "Sexy Cooks of Chili's," reports Tampa's WFTS-TV. The pictures were discovered on Facebook by a customer of the restaurant.

Florida's Department of Business and Professional Regulation, which regulates restaurants, said there did not appear to be any violations in the photos, as no food was being prepared at the time they were taken; the employee was nonetheless terminated.

What lessons can employers learn from this latest employee social media stunt?

Starbucks employees can now show off their tattoos at work after a change in Starbucks' customer-facing tattoo policy.

Before the switch, baristas and other workers who were dealing with Starbucks customers would have to cover their tattoos, resulting in lots of sweaty dudes in long sleeves. Now, Forbes reports that Starbucks has lifted this workplace tattoo embargo, allowing all inked skin to breathe free -- except face tattoos.

Should your company drink the Koolaid pumpkin spice latte and follow Starbucks' lead?

Apple and Facebook recently began offering to pay for female employees to freeze their eggs, a procedure that typically costs at least $10,000.

NBC News reports that the two tech giants may be attempting to compete for top female talent by allowing women who work for them to put their reproductive choices on ice. Covering the costs of egg freezing may allow female employees to pursue their careers without sacrificing their fertility, and Apple and Facebook are leading the way.

Before you worry about your company's fertility coverage, here are three questions employers may be asking about this egg-freezing benefit:

It may not be marked on your calendar, but today is Boss' Day in the United States, a day for workers to show their employers a little appreciation whether by a card, an email, or even a gift.

But along with celebrating good bosses, Boss' Day is also a great time to look back at some bad bosses. Bad bosses don't just make for unhappy employees; being a bad boss can also increase the odds of your business encountering legal trouble, which typically makes for unhappy bosses as well.

So for Boss' Day, here are five legal lessons from bad bosses:

You may think that noncompete clauses are reserved for high-salaried employees and executives, but they can be used for hourly workers too.

Take employees of the sandwich chain Jimmy John's, for example. In an employee agreement obtained by The Huffington Post, it seems at least one Jimmy John's franchisee in Illinois prevents its workers from working at any business that makes a dime on selling subs... for two years after employment!

Its understandable that business owners don't want their employees leaving to support the competition, but how far can these noncompete agreements go?

Last week the Kansas Supreme Court ruled against shipping company FedEx in their ongoing legal battle with thousands of drivers who claim they were unfairly classified as contract workers.

Now, the company is facing another employment-related lawsuit, this time regarding allegations the company discriminated against deaf and hard-of-hearing employees and job applicants. The suit was announced by the U.S. Equal Employment Opportunity Commission on Friday.

What are the EEOC's allegations, and what do employers need to know about accommodating disabled employees?

Burger King is facing a lawsuit after a man claimed he was attacked with a stun gun and a switchblade by a Burger King manager for complaining about cold onion rings.

The lawsuit, filed earlier this month by a customer at a Burger King restaurant in Bloomfield, New Mexico, alleges that the restaurant's manager became violent after the customer asked for a following a dispute involving cold onion rings, reports Albuquerque's KRQE-TV. Now the customer is suing Burger King for negligent hiring.

What do employers need to know about negligent hiring lawsuits?

As an employer, you may believe that having your employees sign "faith statements" is an efficient way of guaranteeing that your workforce agrees with your religious views.

A statement of faith may appear like a simple contractual agreement, asking an employee or applicant to sign off on the religious beliefs of an organization. However, depending on the legal status of your business, it may not be legal to ask or force employees to sign such faith statements.

So when is it legal to make employees sign religious "faith statements"?

Yet another court has ruled on FedEx's ongoing legal dispute regarding the employee status of its drivers. Small and medium-sized business owners should once again be paying close attention.

The latest ruling comes from the Kansas Supreme Court. Similar to the ruling by a federal appeals court earlier this year, the Kansas Supreme Court held that hundreds of FedEx drivers who the company had claimed were independent contractors were actually employees under Kansas law.

What should business owners take away from this ruling? Here are three points to remember: