Employers are often reluctant to raise concerns over the impact of an employee’s religious practices. Those issues generally aren’t considered to be job-related, and the fear is that addressing them might cause a discrimination lawsuit.
Here are two easy steps to prevent your employee handbook from turning into a binding contract.
Some employees can’t seem to get it together and do their jobs properly. While an underlying medical or psychological problem may be the cause, don’t assume that’s the case if the employee hasn’t asked for help or a reasonable accommodation.
Here’s a tip for handling employees undergoing sex changes: Make sure the employee isn’t harassed and that it’s business as usual in the workplace. Treat the employee as you always have and don’t fear legitimate discipline or an evaluation based on performance.
Following your own rules for discipline, promotion and evaluation is the best defense against a discrimination lawsuit. But that doesn’t mean you can’t make exceptions to your rules when the situation calls for it. Just make sure that you document why you made the exception at the time you did.
One way to ensure “blind” hiring is to create an online application process that doesn’t ask for protected-class information. Then perform initial screening without actually interviewing candidates.
The Coatesville Area School District superintendent and athletic director have both resigned after bigoted text messages between the two came to light when a technician transferred their data to new employer-provided phones.
Employers can control some hazardous work conditions, but not all of them. What a particular customer or client may do when he comes in contact with an employee likely falls into the uncontrollable category.
The EEOC is suing Canonsburg-based CONSOL Energy on behalf of an evangelical Christian who retired from his job rather than submit to biometric scanning designed to track his work time and activities.
For most employers, the substantive provisions of the ACA have been implemented. But employers subject to the ACA’s employer mandate, which takes effect Jan. 1, 2015, have some complicated issues to sort out: How yet-to-be-settled nondiscrimination rules and the looming “Cadillac tax” will affect their benefits plans.