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.
When you’re presented with an employment contract to sign, don’t just
dwell on the noncompete clauses and confidentiality agreements.
Always apply the same type of disciplinary measures to “similarly situated” events.
Most of my employees are hard workers who keep their priorities
straight. They don’t have time for distractions. They’re too busy
producing results, making money and having fun. But I’ve occasionally squared off against what I call “petty plotters.”
They’re the ones who find ways to avoid their work—from threatening to
sue the firm on trumped-up charges to stretching federal or state labor
laws to the limit.
After waves of downsizing in recent years, many companies are now reversing course and filling job openings like mad. If you’re ramping up your recruiting, you may wonder whether to rehire former employees.
The courts have begun to apply the Supreme Court’s broad new standards on sexual harassment to other types of discrimination.
If you’re ramping
up your recruiting, you may wonder whether to rehire former employees.
When an employee files an EEOC claim alleging mental distress, you now
have grounds to review the individual’s medical records to examine her
Talk with your attorney first. You’ll need a justifiable business reason to establish an English-only rule.
New federal rules regarding mentally ill employees have made the
Americans with Disabilities Act even more complicated for some
Some people may have valid reasons for missing lots of work—such as
illness—and federal and state laws largely determine how you can
respond. But others may simply skip out without an excuse.