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Employers accused of discriminating on the basis of age in hiring just got some good news from the Eleventh Circuit. Earlier this month, the circuit ruled that only employees, and not job applicants, may bring disparate impact age discrimination claims.

The split en banc decision is a significant blow to applicants (and the plaintiff's bar), limiting the reach of the federal Age Discrimination in Employment Act protections to current employees only.

The election cycle is in its final throws and things are getting more heated (and more nasty) than ever. There are leaked tapes and hacked emails, old tax returns and Ken Bone, Facebook rants and in-your-face rants. The Lincoln-Douglas debates this election cycle is not.

It's possible that political discussions in your workplace have moved beyond friendly water cooler talk and into more heated territory. What, if anything, should an employer (and their in-house legal team) do?

OSHA has revised its guidance on settlement agreements in whistleblower cases, taking a stricter approach to what provisions can be included in OSHA-approved settlements.

OSHA's new guidance, part of the revisions to its Whistleblower Investigations Manual, parallels efforts by the SEC to combat agreements that could impede employees from reporting violations to the government.

An aggressive confidentiality policy could find you on the wrong side of a host of laws. An employment agreement that limits what information employees can share with investigators may constitute unlawful "pretaliation," according to the SEC. Even severance agreements that explicitly allow for certain disclosures can violate Dodd-Frank's whistleblowing rules.

And that's not all. According to a recent article in Inside Counsel, your company's confidentiality rules could also be unlawful under the National Labor Relations Act if they limit workers' ability to talk to each other about internal investigations -- even if your workplace is not unionized.

Zika Virus in the Workplace: Legal Considerations for Employers

By now you've heard: Zika is in the United States and it's spreading.

As with anything, this too shall pass. Not to say that a national dialogue and public diligence is a bad thing, but people tend to get caught up in irrational panic when a new disease threatens the public. Remember swine flu?

A few employers are wondering how the virus will implicate employer and workplace laws. Today, we'll step into the weeds and give our take on this issue.

How to Avoid Workplace Background Check Violations

You've likely heard about big-time companies that have felt the sting of the FCRA knife. Workplace background check violations are serious issues employers shouldn't ignore.

Below, we provide a quick overview of The Fair Credit Reporting Act. We also cover some steps you can take as in-house counsel to best protect your company from the new federal cloud passing over corporate clients.

Roger Ailes isn't the only (alleged) sexual harasser in corporate America. Ailes stepped down as head of Fox News recently, following a harassment lawsuit by former Fox star Gretchen Carlson and an internal investigation that "sealed his fate." And he's got company. The EEOC alone took nearly 40,000 sexual harassment enforcement and litigation actions in 2014.

Those sexual harassment claims can expose businesses to significant liability, even when all the proper policies are in place. Thankfully, there are a few steps companies can take to mitigate their liability, should a member of the company, be it a CEO or janitor, be accused of harassment.

Post Traumatic Stress Disorder, or PTSD, has gained increased attention in the corporate world in recent years, as veterans return from Iraq and Afghanistan and reenter the workplace. But it's not just members of the armed forces that may experience PTSD. Anyone who experiences or witnesses a traumatic event can develop PTSD. Indeed, the disorder is shockingly common: nearly one in 10 women, and up to 8 percent of the population generally, experience PTSD at some point in their lives.

For most companies, the question isn't whether they'll have to address PTSD in the workplace, it's when.

Legal Considerations With Corporate Wellness Programs

Imagine you are in-house counsel for a large company and its executives have come to you for advice on the current corporate employee rage: wellness programs. What do you tell them? How do you best counsel your client?

Wellness programs are a relatively new craze as far as corporate perks are concerned, but some of the laws that control are old and settled. Here are a few things you should keep in mind.

Social media can be a great way for a company to expand its reach and build consumer loyalty. REI's Instagram photos of kayaks and mountains have garnered a following of more than 1 million. Coca-Cola has nearly 100 million likes on Facebook. That's more followers than the population of Germany. And General Electric (yes, that General Electric, the one with the dishwashers and refrigerators) has been named one of the best brands on Snapchat.

So, social media has its benefits. But, of course, it also has its drawbacks, including potential legal liabilities. Here's what they are and how you can avoid them.