Sometimes, it may be appropriate to offer light-duty assignments to pregnant employees. However, there’s a right way and a wrong way to handle those accommodations.
Supervisors should avoid any age-related references, but don’t despair if you learn someone made such a comment—as long as nothing else points to age discrimination. Simply warn the boss to watch what he or she says in the future.
Federal contractors will soon have new rules for managing veterans and disabled workers. Now is the time to prepare for the many changes that become effective March 24.
A former sales clerk at Manhattan’s Alexander McQueen boutique claims she was subjected to numerous slurs concerning her heritage while working at the upscale store.
Job-seekers who know how to apply for open positions can’t claim discrimination unless they can also show they followed the process. At the same time, a standard process lets employers track applications and easily show a judge why someone didn’t get the job she sought.
Don’t let cost-cutting measures derail ADA reasonable accommodations requests. Offering an accommodation may be far cheaper than losing a failure-to-accommodate lawsuit.
Condé Nast, publisher of The New Yorker, Vogue, GQ and 26 other magazines, has stopped offering unpaid internships following legal fallout from 2012’s “Black Swan” lawsuit.
Attorney General Eric T. Schneiderman has signed a memorandum of understanding that allows his office to cooperate with both the federal and New York Departments of Labor to battle worker misclassification.
The ADA says you must reasonably accommodate disabled employees. That requires substantial discussion with the employee to understand her condition and formulate a solution.
While most employees know it isn’t socially acceptable to use racial slurs, some may not realize that religion is an equally sensitive topic, especially for religions that have been targeted for abuse and worse for decades or even centuries. Why not eliminate potential litigation costs with solid education?