When we think we’ve said something we shouldn’t have, we need to acknowledge it and say we may have misspoken.
As the popularity of e-cigarettes continues to grow, there’s still no definitive ruling on the safety and proper regulation of the tobacco-free alternative. It’s up to employers to fill in the gaps.
Should hearing loss education be a part of an employer’s health and wellness program?Read More
Leaders must explicitly communicate that uncivil, abusive behavior is thwarting their institutional objectives.
The quickest way to ensure that generalized workplace bullying becomes illegal is for employers to continue to ignore it.
If your goal is to do the minimum but to give your organization defenses in case there’s ever a costly mistake, then here’s a road map to get you started.
The Labor Department is watching this issue. These types of claims are increasing, and you take a risk of a retaliation claim if you terminate an employee who reported a workplace injury.Read More
A line exists between the use of general profanity in the workplace and the use of profanity directed at somebody because of their religion. Nevertheless, employers should take seriously all harassment complaints in the workplace.Read More
Unless a bully is harassing someone because of a protected class (race, sex, age, disability, religion, national origin) bullying is probably legal.Read More
While religious-discrimination claims only comprise a small portion of all charges filed with the EEOC, they have more than doubled over the past 15 years, growing at a rate faster than race or sex claims.Read More