Legalities aside, this issue asks a larger question: What kind of employer do you want to be?
Title VII’s religious accommodation provision is the law of the land, and it does not permit value judgments based on the religion of the person making the request.
If you are not implementing progressive wages and policies for your workers, the White House is sending a message that it’s OK for them to complain.
Policies are great tools for employee engagement, recruitment, and retention -- if a company follows them.
Employees are still ignorant enough about social media to engage in very public online conversation about the alleged systematic harassment of a co-worker.
You should review, with your labor and employment counsel, your handbook and other workplace policies for compliance with the NLRB’s Purple Communications rule.
This loosening of the proof standard has the potential to be significant.
Suffice it to say that if an employee exposes himself at work, you have a sexual harassment problem on your hands.
The Labor Department filed a wage-and-hour lawsuit against Ohio televangelist Ernest Angley and the for-profit buffet his church operates.
The duty to consider reasonable accommodations doesn't just include an employee’s medical condition, but also any medications an employee is taking to treat that condition.