Employers faced with an EEOC investigation should know that the agency is using these tactics, so that they can proactively, and lawfully, respond by delivering the right message to their employees.Read More
Much more often than not, requests for accommodations are not the demarcation on a battleground, but the call for a middle ground.Read More
Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Whether or not an employee is entitled to a religious accommodation is not dependent upon whether or not you happen to agree with the employee’s religious beliefs.Read More
The white people with the most interesting things to say in any situation involving race are the ones who shut up.
The way we communicate and how we interpret our interactions is largely based on tone of voice, body language, eye contact and casual social interactions.
If you plan on terminating an employee on performance, you need to have the goods to back it up.Read More
It's important for employers to keep in mind that agencies and courts will apply the same rules to Facebook harassment as they would to face-to-face harassment.Read More
Retaliation are the most dangerous claims that employers face.Read More
Employees at some point grow weary of the nonsense they inevitably must put up with: from a client, a customer, a co-worker, or pigheaded politicians.