When a male employee in a predominantly female workforce voices a gender discrimination complaint, it’s probably not the best idea to tell him to “suck it up” and “put on your big boy pants.”
Wells Fargo had mountains of well-documented evidence to back up its decision to fire a poorly performing employee, but a simple phrase by a clueless manager could wind up making all that evidence moot.
As human beings, we hoped this day would never come. But as HR pros, we all thought it would. And now it has arrived: the day when hugging in the workplace dies.
Delta Airlines recently became the latest organization embattled in a highly publicized retirement plan lawsuit over its allegedly excessive 401(k) fees. Unfortunately, the company could’ve avoided its fate by taking a few extra steps.
A western PA-based employer probably regrets that one of its managers uttered just six words to a shift supervisor.
You know when employees request FMLA leave, those conversations have to stick to the facts about what the workers need and why. The problem is, a lot of managers don’t know that — and here’s proof some of their stray comments can cost you dearly in court.
Scorned employees will cry “FMLA protection” for just about anything these days. The question is, when can the argument stick?
Employers now have even more incentive to make sure they abide by wage-and-hour laws.
The Equal Employment Opportunity Commission (EEOC) accused this employer of making a big mistake, and the employer is now paying $250,000 for it.
Two very interesting things happened involving the DOL’s overtime rule while you were out of the office over the holidays.