No question, the general level of civility in all phases of life seems to be dropping like a rock. So how do you keep your workplace from becoming an episode of “Workers Gone Wild”?
For the first time since 1983, the feds have issued comprehensive guidance on how employers are required to treat pregnant employees.
“Japanese Cherry Blossom” sounds like a lovely perfume. But one employer’s refusal to provide a “fragrance-free” workplace from that scent caused a major disability kerfuffle — and, in court, an important ruling on telecommuting as a potential accommodation.
Just when you think you’ve heard everything … A janitorial and construction service in Dallas has settled a sex harassment case after a female employee claimed that, among other things, company officials coaxed her into a sham marriage.
The EEOC has a long history among employers of filing lawsuits for dubious reasons, and in this case, that strategy seems to have come back to haunt it.
Senator Arlen Specter, Republican from labor-friendly PA, announced that he will not support the Employee Free Choice Act. Just as importantly, Specter said he will not support a motion to cut off debate — a key legislative step for passage of the act. Specter had been counted upon as one of the 60 votes supporting […]
Consider yourself lucky: At least none of your managers have ever been accused of causing a male employee to start wearing women’s clothes.
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.
Our team of experts fields real-life everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s question: What’s the No. 1 thing we can do to prevent sexual-harassment complaints in our workplace?
Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s question: What are an employer’s obligations for stopping “spam” that employees find offensive?
Message to employers who think having a written anti-harassment policy — and requiring workers to read and sign off on it — is an effective way to shield themselves from lawsuits: Think again.
Companies are held liable when employees harass each other – even when it happens in a hotel room a thousand miles away. But strong policy and careful planning can prevent these legal woes.
Wage and hour lawsuits are cropping up by the dozens these days — even in industries you’d least suspect.
You’ve no doubt heard about the recent surge in wage-and-hour lawsuits filed by employees who feel they’ve been cheated by their employer’s allegedly improper pay practices. A growing number of companies are taking steps to protect themselves from these potentially disastrous claims.
Managers hate having “difficult conversations” with employees — involving things like personal hygiene and odd personality quirks that disrupt productivity and disturb co-workers. Here are some thoughts HR can offer supervisors to help them handle those confrontations and stay out of legal trouble.
When an employer subjected its employees to pervasive harassment, the EEOC had to get involved. Porous Materials, a manufacturer in Ithaca, NY, is under fire for harassment based on race, sex and national origin, according to a recent EEOC lawsuit. The extreme bullying and harassment allegedly included a manager using racial slurs toward his employees, […]
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