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Discrimination and EEOC Compliance

Respond Appropriately When the Boss Is Accused of Unlawful Acts #RobFord

November 18, 2013
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How you choose publicly to respond to allegations is open to cross-examination in later depositions and at trial.


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Jocks, Profs and Docs

November 12, 2013
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You might wonder what players in the NFL, surgeons masked in the operating room, professors in the halls of academia have in common. The answer is a lot.
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The Risk Companies Run When Bullying Goes Incognito

November 8, 2013
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Unless a bully is harassing someone because of a protected class (race, sex, age, disability, religion, national origin) bullying is probably legal.
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Is the Denial of Paid Paternity Leave Discriminatory?

November 6, 2013
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There is one key difference between women and men when they welcome a new-born child. Women give birth; men don’t.


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An Endgame for ENDA?

November 5, 2013
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As we approach the 50th anniversary of Title VII, now is the time to tell our workers that we, as a nation, support equality among all, including the LGBT community.


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How to Avoid Turning Your Costume Party Into an HR Nightmare

October 31, 2013
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Here are my top 5 tips to avoid turning your innocent costume party into an HR horror show.
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Do You Employ Minors? Then Read This Sexual Harassment Case.

October 30, 2013
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Even though the court concluded that the alleged harassment constituted one single incident, it was sufficiently severe such that a jury could conclude that it constituted a hostile work environment.


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Halting the Rising Tide of Religious-Discrimination Claims

October 29, 2013
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While religious-discrimination claims only comprise a small portion of all charges filed with the EEOC, they have more than doubled over the past 15 years, growing at a rate faster than race or sex claims.
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Riffing on the Right Way to do Workforce Reductions

October 21, 2013
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Done poorly, RIFs open employer to widespread claims of discrimination that can prove more difficult to defend than the savings the employer hoped to realize from the layoffs.


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The Devil Went Down to the EEOC:A Story on Religious Accommodation

October 17, 2013
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Before you dismiss an employee’s request for a religious accommodation as silly or outrageous, stop, think, and decide whether the expense or difficultly in making the accommodating exceeds the cost and aggravation of defending a possible discrimination lawsuit.


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