The U.S. Supreme Court just began its new term. A lot of what they do will have a big impact on HR.
The Obama administration’s already brought some big employment law changes — and there’s likely more where that came from. Here’s a rundown of recently introduced bills that could impact your recruiting efforts:
A western PA-based employer probably regrets that one of its managers uttered just six words to a shift supervisor.
The group formerly known as the American Association of Retired Persons is being sued by an ex-employee. The charge: age discrimination.
Sometimes employers feel the need to fib a little about why an employee is leaving the company – to avoid damaging morale.
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.
Two former employees who were not rehired following a reorganization did not prove that their former employer discriminated against them based on age, the U.S. Court of Appeals for the First Circuit ruled.
There seems to be a new code word for coveted young job candidates: “Digital natives.” And if you use it, you could be opening yourself up to an age discrimination charge.
Can a few isolated comments about age result in a hostile work environment? A Rite Aid employee challenged this question in court. Here’s what the 6th Circuit had to say. Infrequent, but rude remarks Michael Kheibari worked at a Michigan Rite Aid as an assistant manager for four years. Over a period of nine months, […]
If you’re worried about an employee’s health or safety in his current position, can you force the employee to work elsewhere?
Here’s another thing to keep in mind when using third-party staffing firms: Keep an eye on their practices to make sure they aren’t breaking the law — and putting you in the hot seat.
When an employee’s caught looking at offensive Web sites, the person’s usually fired. But it’s not always that simple. Take this recent case, for example:
Firing an employee for violating company policy isn’t unusual. And typically, policies help companies defend their actions. But when the policy is discriminatory, following it can be costly.
In past rulings, courts have shown that even one stray comment can be enough to get employers on the hook for discrimination. But in this recent case, a court ruled that a manager’s biased comment had nothing to do with an employee’s termination. Too old to do his job? Andre Williams worked for Waste Management […]
There are plenty of legal tactics employers can use to lower their healthcare premiums. Firing workers over the age of 65 is not one of them.
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