The right timing is an important thing in most contact sports …
including layoffs. And suspicious timing is always a red flag to
employees and to the courts, as new lawsuit against Boeing shows. If
your organization suddenly changes its employee-scoring rules (to the
employee’s detriment) prior to a layoff, it will undoubtedly raise
eyebrows that something fishy is going on. The courts call it “pretext”
for discrimination … your employees will call it something worse …
When an employee says “No” to the sexual images posted in
co-workers’ workstations and to their sexually laced comments, your
company better listen … and act. It can’t become caught up in a debate
over “how much” porn is acceptable. As a new lawsuit shows, even if an
employee initially tolerates a sexually charged workplace, she can drop
the lawsuit hammer at any time.
The U.S. Labor Department issued a report
yesterday that said all is not well in the land of FMLA. Shocking,
truly shocking! And we in the employer community thought things were so
Question: It’s natural to get mad when one your employees files a legal complaint or lawsuit. Getting mad is fine … getting even
isn’t. But “getting even” seems to be a popular pastime in American
businesses today. That’s why claims of retaliation are the
fastest-growing form of illegal discrimination claimed by U.S.
Try this on
for gross. A female employee gains access to her boss’s e-mail account
without permission and discovers a vulgar e-mail sent by a male
co-worker to her male boss. The subject of the e-mail: her genitals. So,
does this create an illegal hostile work environment, even though the
e-mail was not sent to the woman and she was never intended to read it?
When you have to perform
reductions in force, the best strategy for avoiding age-discrimination
lawsuits has nothing to do with a “strategy” at all—it’s all about
making sound decisions based on honest, documented employee rankings,
as telecom giant Sprint Nextel has just learned the hard way.
important U.S. Supreme Court ruling on pay discrimination resulted in a
major victory for employers nationwide … and an unusually heated debate
between Supreme Court justices. The 5-4 vote means employees no longer
can sit on wage discrimination claims for years. They have only 180
days to file their claims with the EEOC or the claim is forever barred.
Period. Sounds like good news, right? But be aware: This ruling
likely will, in the short run, lead to a spike in pay-discrimination
In the good old days, employers used to have control over who they
hired. Not anymore. Today, the EEOC has the power to decide who you
will have to roll out the red carpet for.
How would supervisors in your organization handle this
situation: A female employee walks into her boss’s office and complains
that one of her co-workers showed her pictures of himself engaged in
… activity best reserved for the privacy of one’s own home (get the
gist?). Pretty serious stuff. Apparently one guy didn’t think
are a legal minefield, but you’d think it would be easy to fire a 911
emergency dispatcher who was found sleeping on the job. Not in today’s