Q. A discrimination charge was filed against my company almost two years ago. We responded to the charge and provided the requested information. We haven’t heard anything for more than 18 months. My boss is worried and wants the process over with. Should I try to find out what’s going on, or just leave it alone?
Human Resources
From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.
Smart comp and benefits pros are resolving to make 2013 a year of thoughtful, deliberate change. Here are five important New Year’s resolutions to consider.
Some workers aren’t terribly diligent about finding work once they are laid off and deemed eligible for unemployment compensation. A court has ruled that a good-faith effort to find work certainly requires more than a handful of hours a week making phone calls and searching the web.
Two former Hilton Minneapolis bartenders are suing the downtown hotel, claiming they were punished for spurning a female manager’s sexual overtures and then complaining about sexual harassment.
If you haven’t been enforcing your rule requiring absent employees to call in every day, start now. Just make sure employees know you plan to enforce it going forward.
The 2012 session of the California Legislature resulted in passage and enactment of several important employment law bills, including inspection of personnel files, workers' comp and religious dress and grooming.
The Kroger grocery chain, headquartered in Cincinnati, is being sued for disability discrimination by a former employee in Texas.
Each year the Human Rights Campaign rates Fortune 500 companies on how well they treat lesbian, gay, bisexual and transgender employees. Nine Ohio firms couldn’t have scored any better, earning perfect 100s from the gay-rights advocacy organization.
The NLRB has continued its assault on garden-variety employment policies, issuing three decisions in recent weeks, each of which concluded that facially neutral employment policies violated employees’ rights to engage in protected concerted activity.
HR Law 101: Although Title VII does not specifically protect workers because of their sexual orientation, 20 states and the District of Columbia District of Columbia
