It’s a common misconception among employees that their First Amendment rights of free speech carry over to the private workplace. The expression of a political opinion can lead to the loss of a job.
About half of large employers offer wellness programs hoping to reduce health care costs and improve worker health. Yet results are a mixed bag.
Ten of the 22 lawsuits filed or settlements reached by the EEOC in May included allegations of disability discrimination. That’s a .455 batting average, which is none too shabby in anyone’s book.
We have been doing research regarding virtual organizations — particularly related to training and the role that managers play. How we do get our organization to adapt/embrace this new way of working? — Changing World, assistant HR specialist, Port Elizabeth, South Africa
In our recent employee opinion survey, staff in the finance department identified rewards, recognition and career advancement as their top three concerns. Which area should we focus on improving first? — Priority Setter, Utilities, South Carolina
How do we recruit (or groom) “contagious” leaders — people who spread their skills and develop more leaders? I know it won’t be easy, but give me some idea how to go about establishing this type of leadership culture. — Leadership Sickness, Oil and Mining, Alabama
No matter the situation, thorough investigations and maintaining a consistent story will save your bacon in many workplace lawsuits.
Prejudice is human nature; it’s not bigotry or racism, both of which imply intentional hatred.
As these cases illustrate, when an employee acts egregiously courts are willing to overlook things like as whether a non-compete was conventionally, or even actually, signed.
At some point soon who knew what and when will become moot, but before we get to that point, someone needs to set the record straight.
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.