Women much more likely to perceive pay bias

  • May 01, 2018

Nearly a third of women (32%) do not think they are making the same pay as men in their organization who have similar experience and qualifications, compared to 12% of...

Worker taking high road can still quit & sue

  • May 01, 2018

Typically, workers sue after being fired or otherwise subjected to an adverse employment action such as a demotion. But sometimes, aggrieved employees can quit and still...

Now more than ever, rein in sex harassment

  • April 30, 2018

#MeToo spawned the multimillion-dollar #TimesUp fund that pays lawyers to help working-class women press sexual harassment claims in court. For employers, that means you...

Texas state agencies immune from ADEA

  • April 24, 2018

A federal court has refused to overturn earlier decisions holding that, in Texas, state agencies are exempt from the federal Age Discrimination in Employment Act.

How should we handle transgender dress code?

  • April 24, 2018

Q. A new employee refuses to comply with our dress code, which has slightly different requirements for men and women, because the individual is transgender. Though the...

9th Circuit: EPA requires ignoring past pay

  • April 20, 2018

Employers that set pay based on past salaries are just as guilty of sex discrimination as those past employers who set a discriminatory rate of pay in the first place.

Harassment training has changed since #MeToo

  • April 17, 2018

Employment lawyers say the first six months of the #MeToo movement hasn’t led to a tsunami of workplace harassment claims by employees—at least not yet. One big...

Harassment victim can’t choose punishment

  • April 13, 2018

Employers have an obligation to investigate and come up with an effective way to stop harassment and prevent it from happening again. However, that doesn’t mean the...

When bias charges arise, never ignore EEOC

  • April 13, 2018

No matter how trivial you might consider discrimination or harassment charges leveled by your employees, never, ever ignore an EEOC complaint. It could wind up costing...