Ruling in a case involving FedEx, a federal court said if the Equal Employment Opportunity Commission wants to look at your hiring and personnel records, you have to open up those records.
Many HR departments use pre-employment tests to find out which applicants are the best fit for the job and the company. But is that putting them at greater risk for a new type of lawsuit?
As HR pros know, using pre-employment tests that have an adverse impact on a protected class can get companies dragged into court. But here’s some news: Trying to avoid a disparate impact can get you in trouble, too.
When this deaf employee raised concerns about his accommodation, he was fired. But his behavior before he complained was what stood out to a court.
Onboarding and engagement. What do those words really mean?
A new survey shows that — even amid cuts in salaries and 401(k) contributions — many firms still are willing to invest in employee wellness. And another survey explains why we get fatter as the economy drops.
A job candidate asks the hiring manager how long employees usually stay in that position before moving on to something else. The manager answers: two years. The candidate is hired, fired and sues, claiming she was under a contract to work for two years.
We’ve all heard the rumblings about how job burnout is pushing many employees to look for new jobs. But some disturbing new research indicates the problem may go deeper than people simply feeling overworked.
In this holiday season, a case which reminds us of just how complicated all this diversity stuff can get:
The COVID-19 pandemic is the ultimate game-changer that has turned many things, especially business, on its head. In response, most companies are implementing work-from-home-arrangements for employees so they can keep things running. Along with all the cautions about online scams and email phishing, another pitfall awaits: It’s possible that without a legally sound remote work […]
Since the terrorist attacks of 9/11, the number of religious-discrimination complaints against employers has gone up by 67%. To address that, the Equal Employment Opportunity Commission has issued new guidelines for employers on what’s considered a “religion” and what an employer’s obligations are for accommodating employees’ religious observations.
Despite no laws being on the books that specifically ban employers from discriminating against gay, lesbian, bisexual or transgender (LGBT) individuals, the EEOC has said such bias is now illegal. On what grounds?
The increase in sexual harassment charges filed with the Equal Employment Opportunity Commission have made headlines this fall, but that’s not the only eye-opening statistic coming out of the agency.
Heads up: A U.S. district judge has just given the Equal Employment Opportunity Commission (EEOC) the green light to use a new tactic to prod your employees in an attempt to find discrimination plaintiffs.
When an employee requests time off because of something as serious as a cancer diagnosis, 99% of the time the person will be telling the truth about their situation. But as a recent case shows, if a manager has even an inkling that something’s amiss, it pays to take a closer look.
A recent Supreme Court case now has a new element of confusion.
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