Harassment is harassment, whether its a male-on-female, or female-on-male. As long as the harassment is 'because of sex,' it’s illegal.Read More
No law has been violated until a plaintiff proves those facts through evidence. If the plaintiff doesn’t have the evidence to support the alleged facts, the plaintiff loses.Read More
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
If the EEOC is successful in this lawsuit, employers will have to reconsider key provisions in their severance and settlement agreements.Read More
You can help insulate your company from retaliation claims by training your employees to treat FMLA requests (and other instances of protected activity) as need-to-know.Read More
Refusing to hire someone who filed a lawsuit claiming a violation of the FLSA or Title VII is illegal retaliation.Read More
An employer cannot go into 'ostrich-mode' in the face of workplace harassment.Read More
Retaliation is a low standard for employees to meet. Employers must treat it carefully when dealing with an employee who engaged in protected activity.Read More
There is nothing wrong with employees dating. Nothing good, however, comes from a boss having relations with a subordinate employee, especially one who is a direct report.
If you believe that an employee is abusing FMLA leave, build your case. Uncover enough facts to support your belief that that employee is committing fraud.