It is a brave new world of workplace investigations. He-said/she-said has been replaced by “let’s go to the tape.”Read More
The ADA is never going to cover any employee who uses substances at work, let alone one who’s in an altered state a result.Read More
If your workplace is sexually charged, it will catch up with you eventually.Read More
In this case, a settlement that will not throw the employer into bankruptcy is a win. It is important to do everything you can to lessen the potential pool of damages available to the plaintiff. Read More
Leaders must explicitly communicate that uncivil, abusive behavior is thwarting their institutional objectives.
During his tenure as the head of the Occupational Safety & Health Administration, Ed Foulke emphasized assistance, rather than inspections and enforcement, to improve safety.Read More
We have a problem that needs resolution right away. One of our supervisors avoids dealing with a problem employee, who tends to bully others into accepting his ideas and resists collaborating with his co-workers. Each time a complaint is brought forward, this supervisor buries his head in the sand. What kind of training or intervention should we provide? How do we raise this delicate issue?
— Intimidated by the Problem, human resources specialist, nonprofit, Washington, D.C.
A Title VII amendment is needed to make it absolutely clear that sexual-orientation discrimination is not only abhorrent, but is also illegal.Read More
GM President Mary Barra expressed regret over the Cobalt’s safety issues; she stated that GM is now moving from a culture of cost containment to a culture of safety.
The quickest way to ensure that generalized workplace bullying becomes illegal is for employers to continue to ignore it.