When is putting your hands on a co-worker and preventing her from leaving the room NOT sexual harassment?
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.”
There are a lot of reasons people get turned down for jobs. According to new research, rejected candidates often believe illegal bias is one of them.
Settle or fight it out in court: That’s the decision every employer faces when facing a discrimination lawsuit. Here’s a good example of just how painful that process can be.
Last week, we carried a story about a company that was forced to pay $30,000 for the alleged harassment of a female field worker. Here’s a similar tale — but the numbers are considerably larger.
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.
According to some reports, many heavy-set job seekers experience discrimination because of their weight — a bias that is legal in most cases. Here’s one municipality that’s attempting to change that.
Seems like the courts are always willing to expand the list of employees and job applicants who can sue for bias. The latest pitfall for employers:
It’s official. Iowa’s highest court has ruled — again — that a dentist did not break the law when he fired an employee because she was too attractive.
A woman files a gender discrimination charge against her employer. Her fiance works at the same company. Three weeks after the woman files her discrimination complaint, he gets fired. Retaliation?
Right now, bias against transgender employees or applicants isn’t explicitly forbidden by federal law — but that doesn’t mean it can’t get employers in trouble.
Companies are often required to preserve a lot of electronic documents before going to court. And deleting that information can often cause big legal problems.
The Equal Employment Opportunity Commission on June 11 released updates to its document “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws.” The guidance, presented in a Q&A format, is especially critical as more businesses prepare to re-open facilities for the first time since state governments issued stay-at-home […]
This is what happens when humans try to interpret and apply imperfect laws.
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