Aaron Hotfelder is a legal editor at Nolo specializing in employment law and workers' compensation law. He has written for Nolo and Lawyers.com since 2011, covering topics ranging from workplace discrimination to unemployment benefits to employee privacy laws. He's a member of the National Employment Lawyers Association (NELA).
Books and citations. Aaron has edited a number of Nolo titles, including The Manager's Legal Handbook, Dealing With Problem Employees, and Working With Independent Contractors, and is a co-author of The Employer's Legal Handbook. Aaron's work has been cited by U.S. News & World Report, TheStreet.com, the St. Louis University Law Journal, and the Minnesota Law Review, among many other outlets.
Early legal career. Prior to joining Nolo as a legal editor, Aaron worked at a small law firm in Columbia, Missouri, representing clients in Social Security disability, long-term disability, and workers’ compensation cases. He later spent three years serving as an employment law consultant for a human resources and benefits compliance firm.
Education. Aaron received his law degree in 2010 from the University of Missouri School of Law. He holds a B.S. in criminal justice from Truman State University, known by some as the "Harvard of Northeast Missouri."
Articles By Aaron Hotfelder
Unemployment benefits are available to employees who are out of work temporarily, through no fault of their own. Most people who collect unemployment have lost their jobs. However, you may be eligible for benefits even if you are still working, if your hours or pay have been cut or you have been forced to take a part-time position and you can't get additional work.
Although unemployment insurance is federally mandated, each state has its own rules about which employees are eligible for benefits. This article explains the eligibility rules for collecting unemployment in Illinois.
Unemployment benefits are available to those who are temporarily out of work through no fault of their own.
The federal Pregnancy Discrimination Act (PDA) prohibits employers from discriminating against applicants or employees on the basis of pregnancy, childbirth, or related conditions. Learn how to file a discrimination claim, and get a right to sue letter from the EEOC for illegal pregnancy discrimination in the workplace.
Anyone who has suffered harassment by managers and co-workers knows how negatively it affects the quality of the employment relationship – often turning the workplace into a "hostile work environment." These behaviors can turn a dream job into a waking nightmare.
Although federal law doesn't generally prohibit employers from using criminal records as a basis for employment decisions, some states protect employees from certain uses of their criminal records.
About one third of Americans are obese, defined as having a body mass index (BMI) of 30 or higher. (BMI is based on weight and height; someone who is 5'9" would have to weigh at least 203 to qualify as obese.) No federal law protects employees from discrimination based on obesity or weight per se; only one state (Michigan) and a handful of local governments provide this protection.
California wage and hour laws are much more protective of employees than the federal Fair Labor Standards Act (FLSA). Under FLSA, companies are required to pay overtime compensation only to employees work more than 40 hours in a single workweek.
Gender identity refers to the gender with which a person identifies, which may not be the same as the person’s sex at birth. A transgender person is someone whose gender identity and very often gender expression (for example, appearance or style of dress) is different from that person’s anatomical gender at birth.
Under the employment-at-will doctrine, an employer can generally fire an employee for any reason or for no reason at all. However, there are some things that an employer can't fire an employee for. Employers cannot fire employees for reasons that would violate anti-discrimination laws.