Not all flirting is sexual harassment, and occasional provocative talk doesn’t necessarily create a sexually hostile work environment. But watch out if things get so out of hand that a reasonable female employee would believe co-workers or supervisors see women as sex objects.
Here’s something to keep in mind when you find yourself having to terminate an employee who may later sue for race or other discrimination. Past positive evaluations and promotions can be used as solid evidence you didn’t discriminate against the employee.
Ronald Hewitt, former Brunswick County sheriff, has been sentenced to 16 months in prison, ordered to pay a $10,000 fine and attend mandatory substance-abuse counseling after pleading guilty to obstructing justice in a case that was a hit parade of workplace impropriety.
One piece of reassuring economic news for North Carolina state workers: The pension kitty is fully funded and continues to outperform other government pension funds, despite a bleak economic year.
Do you sometimes worry that every decision you make about an employee’s rule-breaking must be absolutely fair and that there is only black and white, but no gray? If so, rethink that idea.
Two Durham police officers are being investigated for allegedly posting racially charged comments about President-elect Barack Obama on their MySpace web pages in the days following the election.
The Fayetteville Public School District is investigating a teacher at Mary McArthur Elementary School who told a student “your daddy could stay in the military for another hundred years” if John McCain were elected president.
The U.S. 4th Circuit Court of Appeals has sent to arbitration a case against Blackwater Worldwide brought by the family members of four guards who were killed in Iraq.
Employers that take OSHA and state agency safety violations seriously probably won’t face additional legal troubles outside the workers’ compensation system if an employee is later hurt or killed. Ignore those reports, and employees can sue for unlimited damages …
If the EEOC decides not to pursue an employee’s discrimination case itself, it will issue a “Right to sue” letter. Employees then have up to 90 days to file a federal lawsuit. But before you dance a little jig on the 90th day, consider this …