It starts out as a simple challenge: Companies need a way to track employee attendance.
It’s not what you expect to see in a race discrimination case. But one company recently had to fork over $500,000 for failing to hire a white job applicant.
Here’s one we haven’t heard before: Employers subjecting applicants to “integrity testing” as part of the candidate screening process.
There’s a misconception that e-mail can ever be truly private. As this recent case shows, there’s always a chance that messages will find their way into the hands of unintended recipients.
Some HR pros have become afraid of entering into “last chance” agreements with poor-performing staffers. But as one workplace expert notes, those agreements can be legal and helpful — as long as they’re done the right way.
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?
The definition of disability — the kind employers have to make an effort to accommodate — just keeps getting wider and wider.
Interviews are tricky — a candidate’s success or failure often depends on highly subjective criteria. But here’s an example of how too much subjectivity can wind up hitting a company with a bias lawsuit:
HR pros are already well aware that when a disabled employee’s FMLA leave expires, he or she may be entitled to additional leave as a reasonable accommodation under the ADA. But a new EEOC lawsuit shows that leave may be an option even when workers aren’t eligible for FMLA protections.
Here’s a recent case that shows the importance of interview documentation.
Pregnancy discrimination cases don’t get much stranger than this.
No question, the feds have gotten a lot more aggressive in enforcing laws against pregnancy discrimination. And employers shouldn’t expect that business considerations will serve as a shield against prosecution.
A new study shows that treatment based on job candidates’ and employees’ weight is a common form of bias. In most states, there’s no law against that – but here’s how it can get firms in trouble.
Background checks have come under heavy scrutiny from the EEOC in recent years, and knowing when they should and shouldn’t be used isn’t always easy. But car maker BMW should’ve known better in this case.
A Colorado automotive group fired a woman who had been part of a lawsuit alleging the company fostered a sexually hostile work environment. And guess what? She filed another EEOC complaint, and the company’s now looking at a $50,000 settlement.
How employers respond to an Equal Employment Opportunity Commission complaint often spells the difference between a speedy, successful defense and a nightmare investigation. A disgruntled employee goes to the EEOC and files charges of bias. Here’s how to respond: Tell the whole story. Because an EEOC charge often contains just one or two paragraphs, companies […]
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