Courts generally balance the following factors to determine whether the employee’s gathering of self-help documents was reasonable and protected.
Some 35 percent of employers do not plan to throw a holiday party this year, the lowest number since 2009. The likely culprit? #MeToo.
Expecting anything less than these keys from D&I professionals is to diminish the quality of expertise and its importance to the success of organizations.
Employers should not ignore or minimize less serious incidents of sexual harassment, particularly where there is a pattern of misconduct.
Women who are pregnant or affected by related conditions must be treated in the same manner as other applicants or employees with similar abilities or limitations to avoid pregnancy discrimination in the workplace.
English-only requirements have been struck down as discriminatory where the policy included lunch hours, breaks and even private telephone conversations.
It is (more or less) established that Title VII’s definition of ‘sex’ includes ‘sexual orientation’.
The EEOC discussed the need for employers to take a holistic approach to change workplace culture to prevent sexual harassment but missed ‘no strip clubs for employees’ as a talking point.
When mulling a public political statement, consider its impact on your employees, customers and the community.
Embrace the Time to Vote movement, and implement policies to encourage your employees to vote on Election Day.