In March 2010, as a company's accidnt-free tally approached the number 666—identified in the 'Revelations' book of the Bible as 'the number of the beast' and a representation of Satan—the employee informed his supervisors that his religious beliefs wouldn't allow him to wear that number.
To understand why Cain and the NRA may have reacted to the allegations in the manner they initially did, one needs to understand the relevant climate of the 1990s.Read More
There is 'so much information that's available out there' that the employer has to filter out the information to be sure it does not learn about issues it should not know about, such as religion and politics, panel contends.Read More
The suit alleges that managers retaliated against men who reported incidents to the Equal Employment Opportunity Commission.
The suspected harassment included constant questioning about some employees' ability to perform their jobs because they were pregnant, recommending they take leaves of absence or forcing them to take maternity leave early. The suit also alleges that the company fired one of the employees in retaliation after she complained about being harassed because of her pregnancy.Read More
Our company's ethics program is viewed as unimportant by management and employees. What can HR do to boost interest in our ethics program and its importance?
Under terms of the consent decrees, the $2.25 million settlement will be divided among the rejected female job applicants. Read More
I can't find anything on sexual harassment against men. I am the only male in my office and have had to listen to male-bashing, slander and other forms of harassment that make me uncomfortable. The boss doesn't want to hear about it, but in fact tends to take the women's side. My HR director is also a woman and won't even give me a chance to discuss. Would you give me insight on how to handle this situation?
I have a terrific employee who has a troubling habit of being “touchy” in the workplace. Whenever she is standing next to an employee, she usually touches the person’s arm, hand or shoulder. Recently, I saw her talking to a male employee and she had her hand on his chest. As I noted, she is otherwise an outstanding worker who functions at a high level. So how can I broach this subject, letting her know her touching isn’t appropriate in the workplace, but at the same time not offending her?
Jorge Pérez-Cordero filed a lawsuit in October 2001, alleging sexual-based discrimination and retaliation in violation of Title VII of the Civil Rights Act of 1964 and Puerto Rico law.Read More