This employee threatened to shoot his co-worker and her husband. Was the company somehow responsible?
HR pros are used to reminding managers to report harassment they witness. As a recent case shows, that warning should be issued to members of the HR staff, too.
You’ve got to be pretty tough to be the lone female roustabout on an oil field construction crew. But apparently there’s a limit to how much you have to endure.
If an employee makes racist posts to a private Web site and the company takes no action, is it guilty of allowing discrimination and harassment?
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.
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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