OSHA delivered a harsh message to the U.S. Postal Service’s International Service Center in Los Angeles in the form of 18 citations for unsafe working conditions. The problem: Mail processing equipment could cause fatal electrical shocks.
You know you have to take reasonable steps to prevent sexual harassment. If prevention doesn’t work, then you have an obligation to put an end to it. But what if you work in a setting where sexual harassment “comes with the territory”? From the court’s perspective, that doesn’t matter.
If your organization is unionized and operates under a collective bargaining agreement that calls for progressive discipline, think twice before automatically firing an employee you believe has sexually harassed other employees. Unless your contract specifies discharge for a first harassment offense, you may have to follow your progressive discipline program.
Here’s a bit of good news for employers that must terminate some of their employees because the IRS says their Social Security numbers are invalid. If they stage an unfair protest against their firings, you can sue them to stop.
Courts are losing patience with employers that ignore sexual harassment instead of dealing with it right away.
The Screen Actors Guild (SAG) and the American Federation of Television and Radio Artists (AFTRA) have announced that they recently reached a tentative agreement with the Alliance of Motion Picture and Television Producers, the largest Hollywood producers’ group.
The Wilshire Plaza Hotel in Los Angeles will pay more than $1.3 million following a National Labor Relations Board ruling that it engaged in unfair labor practices during contract negotiations with a hotel workers union.
The EEOC has published its final regulations implementing Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). They take effect on Jan. 10. The new regulations clarify when employers may be liable for acquiring genetic information.
Sometimes, supposedly disabled employees try to play their employers by piling on new, incessant demands for reasonable ADA accommodations. For better or worse, it’s often best to just go along, especially if the accommodation won’t cost much. It could keep you out of court.
When the California Legislature reinstated rules requiring overtime pay for work in excess of eight hours per day back in 1999, some employers thought their labor budgets would skyrocket. Some hospitals found ways to reduce OT costs, either by eliminating 12-hour shifts altogether or simply reducing the hourly pay for those nurses that worked the extended shifts. After more than a decade, a lawsuit over the reductions has been decided.