Helping employers navigate the complicated and ever-changing world of employment and labor laws, rules, and regulations, rationally and pragmatically.
When you are conducting investigations in your workplace, let common sense be your guide. If it looks like a bigoted stereotype, it is.
Employers must be vigilant in rooting out, and stopping, racist speech in the workplace, or face the consequences of potentially damaging, and expensive, discrimination lawsuits.Read More
Bravo for creativity, but let me suggest a less intrusive, and more conclusive, alternative to the racy pic: a forensic exam of the phone that sent the photo.Read More
Do employers have a right to monitor employees’ social media accounts, or is this an invasion of their personal lives?Read More
Do you have a case for discrimination and harassment if you’re an African-American whose boss calls you a 'n***er,' and intimidates you with a handgun during meetings? You bet you do.Read More
If you're caught sunbathing nude, on the roof of your elementary school-employer, don't sue for retaliation.Read More
Employers should take a wait-and-see approach on this issue. It's is too important for employers to knee-jerk pull these key clauses from their agreements.Read More
Women enjoy the legal right to reasonable breaks for lactation in the workplace. Two different laws grant this right: the Affordable Care Act and Title VII’s sex-discrimination protections.Read More
There is no excuse for an employer to not offer flexibility. If the employee isn’t performing, treat it as an indictment of that employee, not the flexibility policy.Read More
Most non-union employees are at-will, which means you can fire them for any reason, as long as some other law, such as discrimination laws, doesn’t trump. So, if an employee has a potty mouth, you can fire her, right?Read More