Any employer that refuses to accommodate an employee’s non-work injury because it’s not work-related is asking for a lawsuit.
Articles by Jon Hyman
Starting next week, voting will open to name this year’s Worst Employer.
If an employee is not performing and you can trace it to internet distractions, then treat the performance problem with counseling, discipline and as a last resort, termination.
If a co-worker violates basic civil discourse, employees have the right to disengage and to go to a supervisor, management or HR to address the problem.
Local, state and federal governments should consider abandoning ban the box and look for other solutions.
Boss cuts the employee’s pay by nearly $100K so he would be on par with “the other females in the office,” according to a lawsuit.
Offer constructive help instead of destructive criticism. Leave an anonymous note of encouragement for someone in need of a boost. Just be decent and human.
An employer’s obligation in responding to a harassment complaint is to investigate and take “prompt remedial action” to reasonably ensure that the harassment stops.
Don’t be so short-sighted as to fire an employee because you believe she suffers from a disability, and then confirm that belief in writing.
The difficult intersection between the lawful use of impairing drugs and the ADA continues to be sorted out.