If you have active matters with any federal agencies, expect for them to be on hold. Please remember that while the EEOC and other agencies might be temporarily out of business, the laws that they enforce are not.
Social media has the ability to turn a forgotten event into a viral nightmare. Certainly there are instances when you will have no choice but to fire someone for something posted online.Read More
A effective anti-harassment policy provides multiple avenues for an employee to complain. Otherwise, an employee will feel powerless if the person to whom a policy directs her to complain also happens to be the alleged harasser.Read More
Don’t let anyone in the chain of hiring view candidates’ social media profiles. Train an employee who is insulated from the hiring process to do your social media searches.Read More
Employees have an absolute right to discuss with each other how much they make. It is illegal to have a policy that prohibits wage discussions, or to fire an employee for engaging in such discussions.
No employee should have to deal with a sexually harassing workplace. But maybe those who choose to work for rappers Insane Clown Posse should forfeit the right to complain of sexually offensive content.Read More
The Department of Labor’s Wage and Hour Division extended minimum wage and overtime protections under the Fair Labor Standards Act to home care workers.
It is critical that you have a policy establishing rights and expectations in relation to personnel files.Read More
Instead of focusing on whether an employee is 'disabled' under the ADA, employers should focus on reasonable accommodations and engaging employees in the interactive process.Read More
Treating your employees like tagged wildlife — tracking and recording their every move within the workplace — will create an work environment of distrust and apathy. Instead, you should treat all employees like professionals, and address performance-based issues as they arise.Read More