Beware this legal pitfall in 'last chance' agreements
Lots of employers use “last chance” agreements as the ultimate disciplinary step for problem employees. But they need to tread carefully.
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Learn MoreLots of employers use “last chance” agreements as the ultimate disciplinary step for problem employees. But they need to tread carefully.
In this case, the EEOC sued on behalf of three Hispanic women who alleged that two C-suite executives in Texas created a hostile work environment. Who was involved: Alden Short and Hinson Jennings, a Dallas-based property management company, and three Hispanic female employees. Cringeworthy comments: C-suite exec said what!? What happened: According to the EEOC’s…
“Lose weight or lose your job.” That’s what one woman heard from her male boss. And there was nothing illegal about the order.
Employer groups have been asking the Centers for Disease Control for guidance on whether privacy rules prevent HR from surveying employees about medical info designed to control the spread of swine flu. The CDC has responded, including an approved form for requesting certain types of info.
As more employers use social networks to recruit, many lawyers warn the practice puts companies at greater risk of bias suits. Are they right, or just overreacting?
Many companies, particularly those employing individuals who must interact with customers, have “English-only” policies requiring workers to be fluent in English. Well, the feds just sued an employer for having such a policy. Are these kinds of edicts legal?
In an era in which just about everything is regarded as a disability, at least two courts have stepped forward and labeled one major condition as NOT being a disability. Which means employers have some freedom on how to deal with it.
Verizon’s recent massive settlement with the Equal Employment Opportunity Commission carries a crucial message for employers.
Quick reminder to employers: You can’t express your displeasure with an employee by taking it out on her children.
Periodically, we like to offer success stories from HR pros from across the U.S. This account of how one employer ensured compliance with overlapping leave laws comes courtesy of Lisa Dally, AA/EEO officer and medical leave coordinator of the Wisconsin Department of Administration in Madison, WI.
The Equal Employment Opportunity Commission has set its sights on a surprising target: the U.S. Census Bureau.
Excluding a certain type of coverage from your company’s health plan has officially become risky business — even though it’s possible the same couldn’t have been said about this exclusion a few years ago.
Here’s yet another example of how mishandling complaints of workplace bias and harassment can come back to bite employers.
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.
Another company has learned the hard way: Showing any signs of bias in the hiring process can carry a huge price tag.
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