In what the National Labor Relations Board’s calling the first ruling of its kind, an NLRB administrative law judge has found a Buffalo nonprofit organization unlawfully discharged five employees for posting comments on Facebook.
A recent lactation discrimination case in Delaware resulted in a $1.5 million jury award to a mother who sued when harassment from co-workers and supervisors caused her to stop pumping breast milk and subsequently lose her supply. The award highlights employers’ exposure to lawsuits stemming from ignoring the rights of nursing mothers in the workplace, […]
The National Labor Relations Board (NLRB) may be cracking down on companies trying to control employees’ use of social media, but companies across the globe are taking steps to tighten standards on what workers should be allowed to say on the Internet.
Social media — and all its HR headaches — is here to stay. But there’s a bigger problem than that: The legal system is awash with conflicting case law on what your people can and can’t do on the Internet.
All it takes is a single “extreme isolated act of discrimination” by a manager or supervisor to get your company sued for creating a hostile work environment, a court just ruled.
Some holiday cheer from the federal courts: Two recent decisions that reassure employers they can, indeed, deal harshly with staffers who do outrageous things — even if the workers fall into a so-called “protected class.”
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