Employers need to understand that they are responsible not just for maintaining a workplace where employees do not suffer harassment by other employees, but by anyone, including customers.
Last month the Northern District of Ohio Court held that midlevel chefs at Sushi Rock do not fall under either the executive or learned professional exemption, while top chefs do.
If not, now would be a good time. Last week the EEOC sued two separate companies in two separate states for alleged sex discrimination arising out of the treatment of transgendered employee
Say you have an employee who exhibits strange and intimidating behavior such as glaring at colleagues, standing inappropriately close to them, laughing in a wild cackling manner, clenching his fists,
An employment law headline caught my eye yesterday. DSW (the large women's shoe retailer) agreed to settle an age discrimination case for $900,000. The interesting thing
The Fifth Circuit recently decided the case of Davis v. Ford Bend Cty, where an employee was unavailable to work over a particular weekend because she had a special church event.
I get asked this question a lot when I do one-on-one sensitivity training sessions. These situations typically arise when a very valuable or very senior person (or both) engages in some kind of problematic behavior
A lot of managers become managers because they are good at what they do. Not because they know how to manage others. This is one of the (many) reasons it's so important for employers to train their supervisory employees.
Domestic violence is making big news these days as a result of the recently released video of NFL running back Ray Rice punching his wife (then his fiancee) so hard in the face that she immediately fell to the ground, unconscious.
Some states have statutes making it mandatory for employers to conduct harassment training (e.g., California and Connecticut). But even in states like Ohio where there is no particular statute mandating such training, employers should view it as mandatory. The courts and agencies unanimously agree that employers must have a harassment prevention plan, and also that [...]
Many employers have so-called "orientation" or introductory periods. These are typically
Atlanta Hawks owner Bruce Levenson announced his intention to sell the team this past weekend based on a "racially insensitive" email he sent to members of the team's management over two years ago that addressed the issue of attracting more white fans.
The Raiderettes have something to cheer for. They sued the team earlier this year, claiming they were misclassified as independent contractors and therefore not paid minimum wage under the FLSA.
Back in April I blogged about a noteworthy Sixth Circuit case that held telecommuting may be a reasonable accommodation. (See here for the post). The case was filed by the EEOC
When managers play "favorites," the non-favored often feel mistreated and disrespected. That is especially so when the favoritism is not based on merit (work product or ethics), but on a personal relationship.
What do you do? Multiple choice: (a) let her take the leave and find a way to manage without her;
It's a problem many organizations face. One member of management does or says one thing, while another does or says the opposite. This kind of communication break-down, innocent though it may be, can have legal consequences.
It can be hard to articulate why a candidate isn't right for a particular job. Or why an employee is not the best pick for a certain assignment or promotion.
The end of August is always a difficult time to successfully keep all the necessary balls in the air - for me, anyway. Camp is over, it's time for the big family vaca,
The end of August is always a difficult time to successfully keep all the necessary balls in the air - for me, anyway. Camp is over, it's time for the big family vaca
You probably already know this basic maxim of employee relations: treating "similarly situated" employees differently is great fodder for plaintiffs seeking to show discrimination.
On July 31, 2014 President Obama signed the "Fair Pay and Safe Workplaces" order (see the Order here). The Order applies to new federal contracts and requires the disclosure
The recent case of Simpson v. Big Lots Stores provides a great example of how an employer can successfully defend against a serious complaint of sexual harassment. Before sharing the facts, let's review the Faragher/Ellerth defense,
Ohio State University recently fired its marching band director Jonathan Waters after an internal investigation revealed "serious cultural issues and an environment conducive to sexual harassment" among the students.
Back in March the EEOC published a guidance entitled Religious Garb and Grooming in the Workplace, aimed at educating employers on their duty to provide reasonable accommodations to sincerely held religious beliefs.