Federal law designed to prohibit sexual discrimination is “not a civility code,” a judge wrote in overturning a $301,000 award to a worker in a sexual harassment lawsuit. [Read more...]
Managers know that part of the job is doing everything within your power to protect employees’ safety, especially if they’re charged with operating heavy equipment. But what do you do when you learn someone who’s worked for you in the past has a potentially dangerous medical condition? [Read more...]
Over-the-top religious discrimination — and failure to order people from harassing a co-worker — cost AutoZone $75,000 and other sanctions because the company failed to provide religious accommodation for an employee. [Read more...]
More military veterans are returning to the U.S. every day, and employers are eager to welcome these men and women to the work force. But what if you need to know more about veterans who have a disability, so they can perform at peak levels? [Read more...]
The Equal Employment Opportunity Commission has released a draft of its strategic plan. Amid the jumble of government-ese are at least three clear warning signs to employers about the effects of the plan on the workplace.
If an employee ever sues for mistreatment, count on losing the case if a supervisor makes one of these statements.
The Equal Employment Opportunity Commission has made an odd call: Under certain circumstances, requiring applicants to have a high school diploma will violate the Americans with Disabilities Act.
Do you know the rule when faced with an applicant who has a history of drug problems? One company apparently didn’t, and is being sued because of it.
With everything else going on there, almost unnoticed is a hot debate these days in Washington about whether a supervisor can recommend rejecting someone because of a criminal conviction.
The Equal Employment Opportunity Commission recently finalized the new rules on who’s considered disabled and how employers and supervisors must accommodate disabled workers.