Leave is just as valuable as wages to many employees. That’s why it’s essential to administer leave benefits fairly and equitably.
Discrimination and Harassment
Discrimination and harassment claims often increase in a down economy. Learn the proper techniques for conducing proper workplace harassment investigations, providing sexual harassment training, and more to reduce claims of employment discrimination and preventing sexual harassment in the workplace.
It can be annoying to have to deal with constant unfounded complaints from an employee who seems to take offense at everything. That doesn’t mean you can ignore him.
If an employee breaks your work rules, you should absolutely discipline him. However, make sure that discipline matches punishment you have dished out to other employees for similar infractions—and that you have records to back up your defense.
Keeping close track of why one individual earns less than another goes a long way toward defending against Equal Pay Act claims.
For most complaints, you receive enough background to launch an investigation. But what should you do if the employee reporting the harassment doesn’t want to provide details or even basic information like who the alleged harasser is?
Businesses must stay abreast of an alphabet soup of federal laws—ADA, ADEA, FMLA and so forth—each with its own requirements. Further complicating matters, most states have their own laws that override the federal requirements. To comply, you first must know which laws apply to your business.
Twin Cities-based Green & White Taxi must defend against allegations by current and former drivers that the company only sends white drivers on its most lucrative jobs.
The EEOC is urging employers to respond to this fall’s national conversation about sexual harassment by reviewing and updating their policies and practices. Based on the EEOC’s 2016 “Harassment in the Workplace” report, here are the best ways employers can prevent sexual harassment in the workplace.
On Dec. 4, the U.S. Supreme Court declined to hear a case testing whether the court’s landmark decision legalizing gay marriage requires government entities to provide the same employee benefits to same-sex couples that heterosexual couples receive.
Just because an employee’s religious beliefs fall outside the mainstream doesn’t mean they aren’t protected. In fact, many beliefs qualify as religious even if they may seem outlandish to someone practicing a mainstream religion.
The EEOC has launched a new web portal designed to make it easier for employees to initiate discrimination charges.
HR professionals should document all phone calls received from applicants or employees and include a brief summary of the outcome. That way, should someone later claim no one answered or returned a phone call, you have a way to counter the allegation.
Local 100 of the United Labor Unions, a multi-state service workers’ union, has agreed to settle charges it discriminated against two black organizers when it fired them for allegedly not meeting recruiting goals.
In March 1998, only half of Americans considered workplace sexual harassment a “major” problem. Now 69% do.
A renowned Houston high school principal who was suspended with pay in September has filed a race and age discrimination lawsuit against the Houston Independent School District.
Carlisle Borough Council has authorized a $650,000 settlement with the Pennsylvania town’s former public works director to resolve charges that his May 2014 firing was discriminatory.
Here’s a reminder to stick with solid explanations when documenting discipline. If you have facts to back up your decision, an employee’s spurious claim of some sort of discrimination likely will be dismissed.
A husband and wife team of video photographers have lost a lawsuit in which they argued they could legally refuse to record the weddings of same-sex couples.
Informal employment inquiries can sometimes lead to failure-to-hire lawsuits. The best way to avoid such litigation is to set up a clear application process and tell all potential applicants that this is the only way they can apply.
To counter discrimination in promotion claims, be sure you can show that the selected employee was a better candidate in as many ways as possible. That makes it much harder for a disappointed candidate to prove he was clearly better qualified.