National origin and religion are highly sensitive topics in American culture and politics these days. And the workplace is no exception — check out these two recent cases from the EEOC.
Tim Gould, Editor of HRMorning, has served as Editor-in-Chief of the biweekly newsletter What’s Working in Human Resources for the past five years. He’s also been Managing Editor of another newsletter, What’s Working in Benefits and Compensation, and is a regular contributor to BusinessBrief.com.
A native of Chicago, Gould had a lengthy career in newspapers, PR and advertising in both the Midwest and Northeast before joining Progressive Business Publications in 2002.
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Most companies have established a system of progressive discipline for dealing with employees with performance or behavior problems. Too often, though, unthinking managers derail the process.
Even though a federal bill aimed at preventing employers from asking job applicants to provide a salary history appears to have stalled, many finance departments may still avoid salary history questions.
Occasionally, employers try some sneaky tactics to avoid paying employees the overtime they’re entitled to. This is the most egregious case of this kind of skullduggery we’ve ever come across.
Making assumptions based on stereotypes about an applicant’s fitness for work is a sure-fire way to get you in trouble, as an Indiana firm recently learned.
Ivanka Trump may not have any official position in her father’s administration. But her paid family leave proposal is getting a lot of attention from Republicans trying to hammer out a new tax cut package.
Here are some thoughts on two different sets of interviews — one to dig into why an employee’s leaving, and one to find out why employees want to stay.
Do we forge ahead with the changes we put in place to comply with the new rule or do we simply revert back to what we were doing before the DOL’s overtime changes?
Here’s two more chapters in the continuing saga of “How Bonehead Decisions by Middle Managers Can Put a Big Dent in Your Corporate Pocketbook”:
Yet another example of how painful getting caught for discrimination law violations can be for employers: A New Jersey jury has just awarded a Lockheed Martin engineer an astonishing $51 million after he claimed he was discriminated against based on his age.