When a letter comes in the mail with a return address of the EEOC, I think we can all agree that it’s not likely to be good news. But there are a few changes that can be done to reduce or avoid EEOC claims all together. The EEOC harassment [READ MORE ...]
An article posted yesterday in the SHRM HR Daily Newsletter, took a stand that in HR matters, “Consistency Might Not Be Worth the Cost.” Although I understand that no two situations are exactly the same, and careful consideration of all the factors should drive reasonable outcomes, taking out the [READ MORE ...]
Whichever side of the line you stand on, everyone seems to agree that the new California law requiring at least one board seat be filled by a female for publicly traded companies leaves a lot of room for debate and concern. In fact, Governor Jerry Brown wrote in his [READ MORE ...]
In today’s society, it seems like an obvious idea that every company has an effective process in place to protect their employees and themselves from liability associated with workplace incidents. However, sometimes the costs of implementing such processes can weigh heavily on the decision to move forward with a [READ MORE ...]
We all know that the laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC) make it illegal to fire, demote, harass, or otherwise retaliate against either job applicants or employees based upon the individual doing any of the following: filing a charge of discrimination, complaining to their employer about discrimination on the job, or [READ MORE ...]
Any employee who feels he/she has been discriminated against or harassed can file a complaint against her employer with the Federal Equal Employment Opportunity Commission (EEOC) or State Fair Employment Office. Whether or not the complaint has merit, the employer must then spend time, effort, and often money to [READ MORE ...]
There is such as thing as constructive silence….and then there is just silence. Unfortunately some employees believe that they are protecting themselves, or their co-workers, if they simply refuse to answer any questions in a workplace investigation. But the law does not allow employers to simply state that they [READ MORE ...]
Any employer who believes they can avoid conducting workplace investigations by simply doing business as usual should take notice that discrimination and harassment law revisions are expanding employee protections, increasing penalties and allowing greater reimbursement for attorney and expert fees. A good example happened just this week [READ MORE [READ MORE ...]
