If you’re serious about wiping out sexual and other forms of harassment in your workplace, consider adopting a zero-tolerance policy for failing to report suspected or known harassment. By readily disciplining those who ignore that rule, you can create a new climate in which employees really believe you take harassment seriously.
A forecast by the U.S. Conference of Mayors says the Los Angeles area will suffer some of the largest job losses in the nation in 2009. It’s expected to lose about 164,000 jobs this year …
Fifteen companies headquartered in California have made the 2009 Fortune magazine “100 Best Companies to Work For” list. Why did so many California companies make the list? Great benefits seem to be the reason.
Not every little lost privilege or benefit translates into a winning lawsuit for employees. Minor changes such as temporarily losing the use of a company car aren’t serious enough to constitute an “adverse employment action.”
Workers who alleged they had to endure marathon schedules while working on reality television shows such as “Trading Spouses” and “The Bachelor” have agreed to settle their lawsuits …
Former employees and their lawyers are always looking for ways to maximize what they can get from former employers. One way is to add a wrongful discharge claim if an employee is fired after he or she complains about workplace safety. These cases can get quite expensive, as the following case shows.
Employees who suspect their employers are trying to get them to leave voluntarily instead of firing them outright sometimes do quit. Then they turn around and sue under the theory of “constructive discharge.” Essentially, they argue their employer made their lives so miserable they had no choice but to resign. Fortunately for employers, courts are fairly strict in how they view constructive discharges.
When it comes to reducing the time and expense of litigation, be careful what you wish for. Attorneys often advise employers to consider adopting arbitration clauses to settle employment disputes. With arbitration, no jury is involved; the case stays out of court; there’s no bad publicity; and it may be cheaper—or maybe not.
Faced with California’s ongoing budget crisis, Gov. Arnold Schwarzenneger announced that all state workers must take two unpaid days off every month beginning in February. The austerity measure didn’t sit very well with two labor unions …
Some employers include a privacy clause in their applications and handbooks that tells employees they can opt out of having their names and addresses released to third parties. However, if a worker who is suing for wage-and-hour violations wants to get his hands on employee names and contact information for the purpose of building a class-action case, those privacy clauses can’t stop it.