Human Resources News & Insights

Company out $5.1M after forcing employees to ‘harness happiness’

Any employer would love to have workers who are emotionally aware and good at solving problems, but one company went about teaching these skills the wrong way.

National origin, religious bias cases still rank high on EEOC agenda

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.  

Dumb manager decisions end up costing two firms big money for EEOC violations

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”:

Refusing a flu shot permissible under religious exemption, court rules

Protection from religious bias casts a wide net under federal law — all the way to whether or not a healthcare facility can require employees to receive a flu shot.  

Even the best-intentioned employers can get snagged by anti-bias laws

Even organizations involved in the most noble pursuits sometimes run afoul of discrimination laws.  

‘Mark of the Beast’ keeps popping up in lawsuits: Are accommodations required?

Do you have to accommodate individuals whose religious beliefs lead them to think their jobs will brand them with the “Mark of the Beast?” Is this something you even have to worry about? 

How wacky can discrimination suits get? 4 unbelievable examples

Four recent bias cases should be pretty vexing to HR pros. In two, the alleged victims were given some pretty unusual (and, in at least one case, very large) awards. In the others, the claims against employers will have you banging your head against a wall.

The do’s and don’ts of religious accommodations

Use these employers’ mistakes to ensure you don’t end up on the wrong side of a religious bias lawsuit.

Skirts and Bibles: 2 fascinating new religious bias cases

Dress code issues and unwarranted religious expression in the workplace found these two employers in court — and led to two very different outcomes.

EEOC’s suggested accommodations would be hardships, court rules

Lesson from a recent court ruling in a religious discrimination case: Yes, companies must take reasonable steps to accommodate workers’ religious beliefs. No, they don’t have to provide accommodations that would impose a hardship on the organization.