Human Resources News & Insights

Google’s #MeToo moment: HR impact will be felt far beyond Silicon Valley

Though it’s been a year since the #MeToo movement first began, companies are still experiencing the fallout. And not even tech giant Google is immune.

Can a worker claim retaliation after she slapped her harasser?

If an employee smacks a manager she claims is sexually harassing her, a company is justified in firing her, right? 

9 HR mistakes likely to get you sued

Whether to save money or administrative headaches, many employers make these all-to-common HR mistakes that can cost them big time.

Retiree plan lawsuit costs company $30 million

If changes to a retirement plan benefit – or hurt – one group of employees more than another, it could trigger a discrimination lawsuit.

A lawsuit HR, Benefits pros need to watch

Can a class-action lawsuit contain as many as 1.5 million employees? That’s a question the Supreme Court will soon answer.

Why checking that applicant’s Facebook page could come back to bite you

This social network thing is an HR pro’s dream, right? A few mouse clicks, and you can find out anything and everything about that job candidate. One small problem: You could also be setting up your company for some serious legal problems.

Court takes narrow view in Lilly Ledbetter suit

Employers have been holding their breath since the passage of The Lilly Ledbetter Fair Pay Act, waiting to see how broadly the statute will be applied in court.  A federal court ruling provides some reassuring news.

Lawsuit turns spotlight on use of applicant background checks

A new federal lawsuit points out the dangers inherent in a commonly used applicant screening technique: background checks.

What’s a discrimination suit cost an employer?

Here’s a way to kick off your next talk to supervisors about avoiding discrimination charges.

The best defense against wage-bias claims

Passage of the Ledbetter Act — making it easier for employees to sue over claims of wage discrimination — has sent HR offices scurrying around to make sure they’ve retained every piece of paper associated with pay and promotions. That’s probably the wrong approach when building a defense against such claims.