Employees have an absolute right under Title VII to work in an environment free from racial slurs and all types of racially offensive conduct.
Tag: The Practical Employer
Still, it’s not a bad idea to take a stand against all nudity in the workplace so that you don’t end up in court making these sexual harassment arguments.
Employers, you only have a little more than three months to get your FLSA houses in order.
Employers like such policies because they simplify time and attendance issues. But they carry a certain degree of risk.
‘Stacking’ intermittent leave against other scheduled days off is one of the biggest intermittent-leave management problems.
Being under the influence of alcohol at work does not equal a disability, ever.
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.
Allowing horrific racial or sexual harassment all in the name of “protecting” employees section 7 rights under the NLRA, is in question.
‘Ban the box’ merely accomplishes moving the criminal background check from the application stage to the formal background check stage. Employers pre-disposed not to hire felons are not going to hire felons.
I pray that the Court does not take the DOJ’s bait and rewind women’s rights by five or six decades.