You know you need anti-sexual harassment policies — and this weird case shows you exactly why.
With more people who “grew up online” entering the workforce every day, employers have more difficult decisions to make about how to handle technology use in the office.
As HR nightmares go, this one ranks pretty highly.
Racial bias claims are among the most painful experiences an employer can go through. But as this case shows, carefully policies and quick response can mitigate the problem and protect the employer from legal peril.
One of a manager’s hardest tasks: Dealing with a difficult employee who’s constantly making frivolous complaints. What can supervisors do without being accused of retaliation?
When it comes to harassment complaints, you know it’s important to take quick, effective action. But some managers have to learn that the hard way — at your company’s expense. Here’s an example:
Here’s yet another example of how mishandling complaints of workplace bias and harassment can come back to bite employers.
Many companies use a “three strikes” policy for dealing with employee misconduct. But as a recent case shows, that’s not the best solution in some situations.
The excuse “The dog ate my homework” didn’t work in school — was there any chance it’d hold up in federal court?
Are your managers concerned employees are wasting too much time on Facebook and Twitter? Well, they might have something bigger to worry about.
When employees make harassment or bias complaints, managers know not to retaliate. But too many make a mistake in the other direction — and avoid taking any action against the employee again, even when it’s well deserved.
Leader accountability is the key to more effective anti-sexual harassment training, says Dr. Marsha Ershaghi Hames. Here’s Hames, who advises corporate ethics and compliance programs, explaining why it’s so critical today — and how to build it into your company culture.————————————————————Where lies power, lies increased risk. Business leaders have the power – and responsibility – to […]
The tentacles of the Internet just keep extending into employment law. An Indiana judge has ruled that defense lawyers in a sexual harassment case should be able to review the Facebook and MySpace postings of the two alleged victims.
Once upon a time, judges gave workplace jerks a pass if they were “equal opportunity offenders.” That defense doesn’t seem to fly these days.
In a landmark decision, a federal district court has ruled that sexual orientation bias is a form of sex discrimination – and illegal under U.S. law.
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