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.
'No one should have to put up with sexual comments or touching while they are just trying to make a living.'Read More
Parties who are equally culpable in workplace misconduct should be treated equally. Disparate treatment is, well, disparate treatment, which is a Title VII no-no.Read More
The subtle way intent is communicated through behaviors like tone of voice, eye contact, facial expressions and body language, can diminish the productivity of others.