Employee have a right to express protected conduct without reprisal, just as employers have the right to discipline or terminate insubordinate employees.
If you exercise any control over how workers perform services for you, it is likely that they should be classified as employees, not independent contractors.
If you don’t have a document-retention policy, you should.
Fighting this issue will play into the hands of labor unions that they are needed to increase worker pay and to generally fight for their workplace rights.
I’ve written before about the need to put the human back in human resources. The EEOC apparently agrees with me.
The ruling confirms that employers need to practice vigilance in classifying an entry-level worker as an unpaid intern or an employee.
I believe that a majority of Americans now support the extension of all civil rights to the LGBT community.
Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
U.S. employers are obliged under OSHA as well as common-law duty to act reasonably in eliminating or reducing risk of injury to workers and patrons.
Title VII should not permit an employer to Plessy v. Ferguson its workforce for any reason.