Comply with the EEOC regulations, because unless you’re Bugs Bunny, the hawk always wins.
Get out the broom: Potential discrimination can’t be swept under the rug without fear of retaliation anymore.
Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
We must resist the urge to fight this new war in our workplaces by harassing and otherwise discriminating against those who have the right to work, and enjoy that right free from discrimination and harassment.
Employers must remain alert regarding individuals that the employer does not view as employees may nevertheless be found to be employees.
If your business is a place of public accommodation, you should be training your employees on their obligations to accommodate disabled people.
It appears that Ohio’s proposed off-duty conduct law is a whole lot worse for employers than Colorado’s similar (but very different) statute.
Diversifying the workforce is a worthy goal, but beware of the legal implications when importing overseas standards.
If you do not train your supervisors, managers, and others in how to response to workplace harassment, you will have a difficult time avoiding liability when things go wrong.