Legally speaking, much of this debate regarding employing a sex offender depends on the state in which you are operating.
Says an employee, ‘ … if I don’t send him a picture or otherwise prove that I used the bathroom, I will lose 15 minutes of paid time. What recourse do I have?’
Charges are way down, #MeToo matters and retaliation still tops all discrimination charges.
EEOC reports show that bystander intervention can be key in stopping workplace sexual harassment.
If you employ a supervisor who not only sexually assaults one of your employees but then taunts her about it after the fact, you might be the worst employer of 2019.
According to one attorney, an employer cannot condone a work environment where an employee with an impairment is ridiculed because of it.
Public sector employers are subject to the ADEA and prohibited from discriminating against employees over age 40 based on age.
The EEOC’s wellness program incentive rule will no longer be in effect as of Jan. 1, 2019. Here’s what employers should do.
To decide if two positions are “substantially equal” under the Equal Pay Act, employers should consider five factors.
As the Kavanaugh hearings illustrated, we still have a long way to go as a society. However, the first year of #MeToo has been a giant step in the right direction.