Oakland County Law Blog

Remember when you were in grade school and all the kids would argue on the playground about who was the tallest? There was pride in being taller than others and growing up fast. Whether you want to believe it or not, this emphasis and value on height are still pervasive in the adult world. For example, people tend to trust and follow those who are tall, which history confirms in the election of U.S. presidents.

Attitudes about height can even be a factor in the workplace. Although it does not receive much attention, discrimination based on height is a real and persistent force in employment matters.

For the past decade, immigration raids at work sites in the United States have been uncommon. That changed in early April when agents from Immigration and Customs Enforcement arrested 280 employees at a business in Texas. While it is not yet clear if company officials will face criminal charges, the message is clear: Hiring undocumented workers is a mistake. 

The Immigration Reform and Control Act of 1986 prevents U.S. employers from knowingly employing unauthorized workers. As an employer, you have an affirmative obligation to verify both the identity and work eligibility of everyone you hire. To do this, you complete and retain the I-9 form. You can likely gauge your company’s potential liability by examining the penalties for violating the IRCA. 

When you show up to your place of employment, you have a right to a comfortable work environment that is free from discrimination and harassment. Regrettably, however, discrimination and harassment are common issues in many American work settings, with some industries and fields experiencing higher rates of them than others.

Sexual harassment, for example, is an especially significant problem for students and workers in health care settings, including hospitals and doctor's offices, with the Harvard Business Review reporting that the problem often starts before medical students even begin their careers. Just what is it that makes health care settings such hotbeds for sexual harassment?

Many Michigan couples raced to divorce before the end of 2018. At the start of 2019, a new law went into effect that limits how much alimony spouses can write off on their taxes. 

Now that 2019 is here, there are many additional considerations to bear in mind for couples who want to divorce. The complexity of the process will vary on a litany of factors. The proceedings become complicated if one or both spouses own a business. Individuals who own businesses need to be proactive, which means they should create a prenuptial agreement prior to the marriage to protect business-related assets.