Many Americans have criminal records. The EEOC and local government agencies want to help former convicts start over. The movement to “ban the box” on job applications—the box those with criminal histories are supposed to check—is part of that trend. So is the EEOC’s position that barring applicants with criminal records from employment may amount to discrimination based on race or ethnicity. Employers that refuse to consider any applicant who has a criminal record risk litigation.
Employers can, and should, ask for appropriate medical documentation to back up requests for time off. If not received, the worker can be disciplined.
Sometimes, all a disabled employee needs in order to return to her job is a little bit of additional leave. But there needs to be some sort of estimated return date.
Another day, another political scandal involving a politician accused of having an extramarital affair. Consider the recently exposed allegedly improper relationship between Alabama Gov. Robert Bentley and a top female aide.
Are separate oil rigs counted under one company bannner?
On March 24, the Austin City Council passed a “ban-the-box” ordinance—the Fair Chance Hiring Ordinance—which took effect April 4. The final version of the ordinance was released on April 12.
Federal employees have just 45 days after a discriminatory act or decision to file an internal complaint.
Employers are obligated to provide a work environment free of sexual harassment. They can’t satisfy that responsibility by segregating the workforce by gender, even if doing so would certainly prevent harassment.
If you have provided a reasonable accommodation for an employee who has a disability, make sure you document any subsequent changes to that accommodation.
An employee facing the prospect of being demoted, transferred or having to take on new duties may consider retiring instead.