Writing job descriptions for all of the positions in your company may sound like a lot of work, especially when they are not required by any law. But there are plenty of legal reasons why you should have them.
Providing opportunities for promotions is often just the thing to keep top talent from jumping ship. But before you haphazardly start promoting from the ranks, consider these tips to help the right workers move up the ladder, without setting your organization up for a legal fall.
What could be worse than a boss who spews racially derogatory language in the workplace? Answer: The boss testifying on the witness stand that such language doesn’t bother him.
Insubordination occurs when an employee refuses a reasonable order from a supervisor or manager. If discipline or discharge is necessary, knowing how to handle employee insubordination can go a long way toward avoiding legal consequences.
It’s only natural for managers to monitor the performance of an employee following a leave of absence to ensure that the employee falls smoothly back into the swing of things. There is a fine line, however, between monitoring performance and intensely scrutinizing it.
Sharpen your pencils and put on your thinking caps. Here’s a list of “adverse employment actions.” Or maybe not. See if your definition of “adverse” jibes with that of our court system.
With many employees putting off retirement and staying on the job longer than they expected, it’s bound to happen: They have trouble reporting to a much younger manager. Before the work relationship becomes irreparable or an age discrimination suit is filed, have a chat with the veteran employee.
In a faltering economy, superior customer service is more important than ever. Companies are doing whatever it takes to please their customers. However, this should not include looking the other way when a customer harasses an employee.
An Asian couple is suing the owner of a Queens Hooters restaurant after they discovered the word “Chinx” printed in the customer ID field of their take-out receipt.
Consider the following questions a manager might ask during the interview process. Answer yes to the questions the EEOC lists as legal under the Americans with Disabilities Act; answer no to the ones that it deems unlawful.