Let’s set the scene for a recent lawsuit: A male worker exposed himself to a female co-worker and showed her explicit pictures of himself. Then, word spread about the incident in the workplace. Sounds like a slam-dunk sexual harassment lawsuit, right?
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.”
As an HR pro, have you ever had to discipline employees for not wearing proper safety equipment?
According to a recent report, about 40% of U.S. companies enforce workplace bans on employees’ using social-media Web sites — and the number of bans is growing. Should your organization jump on the bandwagon? Or is there another choice?
Working with independent contractors? Here are 15 ways to ensure you don’t end up as the next write-up on the Department of Labor’s website for misclassifying them as employees.
With healthcare costs continuing to skyrocket — along with fears of triggering the “Cadillac” tax in 2018 — employers are looking into what kinds of benefits they can cut.
When an employee’s disciplined, managers often hear a complaint that parents will recognize: “But so-and-so did the same thing and didn’t get in trouble!” If the employees in question are different races or genders, that can be the basis for a discrimination lawsuit — maybe.
Conflict is not, by its nature, a bad thing. In a world without conflict, problems in the workplace wouldn’t be discovered or addressed, and innovation would grow stagnant.
Good news for employers wrestling with social media use policies: The NLRB seems to be retreating from its aggressive stance on classifying employee Internet postings as “protected activity” under federal labor law.
To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
Once you’ve finished the legwork of investigating a harassment complaint, your job has just begun. To cover all your bases:
You can twist yourself in knots trying to dodge a lawsuit, but it really comes down to the avoiding the Big Six Mistakes.
What do employment attorneys see as the common thread that lands well-meaning employers in court time and time again? Costly mistakes by their front-line managers.
As HR pros, you obviously get the importance of thoroughly (and carefully) documenting employee performance problems. You know who doesn’t? A lot of managers who oversee employees.
Picking on bosses is always fun, but let’s give them a fair shake and list their pet peeves about employees.
Whether it’s the details of an employee’s FMLA request or a description of a problem staffer’s activities, HR pros know solid and consistent documentation is of the utmost importance.
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