Inclusion trumps exclusion. Love trumps hate. Equal treatment trumps discrimination.
Courts are increasingly skeptical of no-poach agreements that restrict the ability of employees to seek other employment opportunities.
A work-life balance of the trifecta is an important condition for living a happy and fulfilled professional and personal life.
The risk of creating sexual segregation in the workplace is the reason to double down on efforts to root out and end sexual harassment and other sex discrimination.
There’s some comfort in knowing that the courts still can rule with common sense in mind.
Simple solutions exist, including recruitment and hiring strategies that avoid age bias by seeking workers of all ages and not limiting qualifications based on age or experience.
Gender, race and personal attributes should never be used in determining pay. Skills, contributions and success, like landing a damaged aircraft, are excellent ways to determine compensation variables.
If your employee handbook does not feature discrimination policies, it’s time to add a new chapter.
Boyd v. Cooper University Hospital is an opportunity to learn how an employer should react regarding dress codes when a employee dons religious garb in the workplace.