He wanted to donate his kidney to his sister — but was fired instead
This employee wasn’t disabled, but he was fired right before he donated a kidney to his sister. Could he really sue for disability bias?
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Learn MoreThis employee wasn’t disabled, but he was fired right before he donated a kidney to his sister. Could he really sue for disability bias?
The Supreme Court is currently mulling over one of the most basic questions in today’s workplace: Who fits the legal definition of “supervisor”?
A lot’s been written about how much a bad hire (one you terminate and replace quickly) costs companies. But a group of researchers has taken that concept a bit further — examining how much letting a toxic employee stick around costs employers.
Seems like a no-brainer, but breaking this rule just cost Chrysler more than four million dollars: If you set out to investigate an employee’s harassment complaint, you can’t just go through the motions.
Lowe’s, a nationwide hardware and home improvement company, has agreed to pay $700,000 to resolve a sexual harassment complaint brought by the Equal Employment Opportunity Commission (EEOC) on behalf of three female employees. According to the EEOC’s complaint, Lowe’s “allowed sexual harassment to occur” at an Arizona location “for several years.” Specifically, a male employee…
Does the EEOC have your email address? It’s going to want it.
Beware: The fallout of a 2011 landmark Supreme Court ruling is starting to hit home with HR pros.
Responsible HR recordkeeping starts long before any job candidate walks through the door the first time, and doesn’t end until long after the person leaves.
You’ll never guess what research out of one university revealed about alcohol and sexual harassment.
The National Labor Relations Board strikes again. Now it wants to control how employers handle offensive and threatening language in the workplace — and says that sometimes, employees have a right to lie to their superiors.
Discrimination is not something you want to go ignored, especially if you have a large workforce. Here’s a great example of why managers can’t let complaints slide to the back burner.
Rumor-spreading is one thing — but harassment is something else. A recent case shows just how foggy the line between the two can be.
It’s certainly no secret that age bias claims are on the rise. So here’s a reminder to managers: Calling an older employee “pops” and “old man” — and harassing him to the point where he quits his job — might not work out that well in the long run.
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