We must resist the urge to fight this new war in our workplaces by harassing and otherwise discriminating against those who have the right to work, and enjoy that right free from discrimination and harassment.
If you do not train your supervisors, managers, and others in how to response to workplace harassment, you will have a difficult time avoiding liability when things go wrong.
Employees are still ignorant enough about social media to engage in very public online conversation about the alleged systematic harassment of a co-worker.
Suffice it to say that if an employee exposes himself at work, you have a sexual harassment problem on your hands.
Employers that operate in a federally regulated industry need to be aware of the statutes that could give rise to a potential whistleblowing claim. Thankfully, the Department of Labor provides a list.
Employees may have a valid retaliation claim if an adverse action occurs following an internal complaint.
Conventional wisdom suggests that arbitration is quicker and cheaper means to resolve lawsuits. Research, however, suggests the opposite is true.
City officials said Mary Lester engaged in conduct unbecoming of a city employee.
Consider the awful position in which it could place employers who are lax with their termination decisions.