Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Whether or not an employee is entitled to a religious accommodation is not dependent upon whether or not you happen to agree with the employee’s religious beliefs.Read More
The way we communicate and how we interpret our interactions is largely based on tone of voice, body language, eye contact and casual social interactions.
It's important for employers to keep in mind that agencies and courts will apply the same rules to Facebook harassment as they would to face-to-face harassment.Read More
Forty percent of households with children have mothers who are either the sole or primary source of income for the family. You can see why this issue is so critical to the American worker (and, consequently, the American employer).Read More
Cyber-security, vaping, same-sex relationships, overly active federal agencies and pregnancy leave rights are all legal issues employers should be paying attention to this year. Read More
The Americans with Disabilities Act imposes on employers an absolute duty to determine whether or not they can accommodate an employee’s disability.Read More
Giving carrots all day keep the EEOC away; giving sticks brings the EEOC quick.
The prudent course of action is to make sure that your severance agreements clearly and unambiguously state that employees retain their federally protected rights.Read More
It’s pathetic that employees still have to suffer workplaces with any degree of racism. Read More