In the meantime, you, as an employer, are free to decide the issue for your own workplace by drafting (and, more importantly, enforcing) policies of inclusion for LGBT employees.Read More
One in four women will experience domestic violence in her lifetime, so it’s unrealistic to think that it’s not a workplace issue, one expert says.
The time is coming when LGBTQ discrimination will no longer be allowed. I suggest you get on the bandwagon now, and send a signal to all of your employees that you are a business of inclusion, not one of bigotry and exclusion.Read More
Franchisors may avoid liability for employee claims by sufficiently separating themselves from the recruiting, hiring, firing, training and scheduling of the franchisee employees.Read More
What is an appropriate response? Here are 10 steps to follow if you receive a harassment complaint from an employee.Read More
What is the difference between sexual discrimination and sexual favoritism? The former is illegal, while the latter isn’t.Read More
This case creates a dangerous precedent. It enables an employee to create an unfair labor practice out of thin air merely by airing an issue with co-workers, regardless of whether those co-workers share in that concern.Read More
An employer cannot hold a grudge against an employee who engaged in protected activity, with the hope that the passage of time will permit later retaliation.Read More
If your workplace is sexually charged, it will catch up with you eventually.Read More
Leaders must explicitly communicate that uncivil, abusive behavior is thwarting their institutional objectives.