It usually happens like this: An employee comes to HR complaining that her boss said something inappropriate—maybe it was a sexually explicit joke, racial slur or offensive comment about someone’s religion. Then the supervisor gets angry at the employee for complaining and retaliates.
No state has passed a law that outright bans bullying at work, and only one has come close. Yet don’t let that stop you from forging ahead with your own anti-bullying program.
A Saint Louis Park, Minn., orthodontist has learned the hard way that you can’t offer a job but then rescind it when you learn your new hire is pregnant.
Employees who claim they quit be-cause their employer wouldn’t address harassment or discrimination are eligible for unemployment compensation benefits—if they gave the employer a chance to remedy the situation.
Generally, if an employer gives an employee consistently good reviews, courts will view that as evidence that the employer was satisfied with the worker’s job performance. An employee who alleges discrimination or retaliation can then use those good reviews to show that something else must have been the reason for a sudden discharge.
Noting that health care workers are more than four times more likely than other employees to experience workplace violence, the Occupational Safety and Health Administration has launched a new website to help health care providers curtail violence at work.
Some workers think that anytime their employer criticizes an emotional state or suggests therapy, the employer is “regarding” them as disabled. Thus, goes the argument, the employer violates the ADA when it tries to intervene.
Under Minnesota unemployment compensation law, individuals aren’t independent contractors just because the company that uses their labor says they are.
Q. We have a long-time employee who will accumulate the necessary points under our retirement program to become fully vested in his retirement benefit on his next birthday, which is in April. At that time, the employee will be 63 years old. He has not talked about how long he intends to continue working or his plan for retirement with our management team, which is concerned about having enough time to transition the employee’s work in the event that he abruptly retires. Can we ask this employee about his retirement plans without creating a claim of age discrimination? (Of course, the employee is also having performance issues, and management would prefer that he retire upon vesting in the retirement program.)
Employees who quit generally aren’t entitled to unemployment compensation. Unless something occurred that would compel a reasonable worker quit, employees won’t get benefits.