Employers should not ignore or minimize less serious incidents of sexual harassment, particularly where there is a pattern of misconduct.
Articles by Rachel L. Schaller
Employers should re-evaluate their time-keeping policies and procedures to assure accurate employee compensation when performing job duties.
Employers in states that collect biometric data should consult an attorney as to best practices.
Even where there is a written independent contractor agreement, the realities of a job may convince a court or jury that an individual was misclassified as an independent contractor.
As the year draws to a close and the holiday spirit abounds, employers can anticipate reviewing year-end figures to determine who goes on the naughty or nice list.