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.
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.
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. Exit interviews get mixed reviews among HR pros. But if you’re going to do them, you need to do them right. Andrew Lu, writing on Findlaw’s […]
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.
Well, we’ve now got a timeline for the Republicans’ plan to jettison Obamacare. What we don’t have is any kind of clear idea of what’s going to replace it.
A recent court ruling makes it clear: If you’re trying to rid yourself of the disease of workplace harassment, you can’t just treat the symptoms. You need to find the cure.