Sixth Circuit case emphasizes importance of temporal proximity in retaliation cases

For an employee to prove she was retaliated against, she must show she engaged in protected activity (e.g., filing a claim of discrimination with the EEOC), she was subsequently subjected to an adverse employment action, and causation. The causation part of the test is where temporal proximity (i.e., how quickly did the adverse action happen following the protected activity) comes into play.

Sixth Circuit case emphasizes importance of temporal proximity in retaliation cases 2017-03-14T14:43:54+00:00

An NLRB Update

A couple of weeks ago the U.S. Supreme Court decided the Noel Canning case, which undid a slew of NLRB decisions (I blogged about it here). How is the NLRB responding?

An NLRB Update 2017-03-14T14:43:54+00:00

Two tips for managing employee performance issues

For business owners, HR professionals and managers, dealing with employee performance issues is an inevitable part of the job.  There are two guiding principles to follow when it comes to managing employee performance: communication and documentation.  They are fairly simple concepts, but the hard part is putting them into practice consistently. Communication:  If an employee is [...]

Two tips for managing employee performance issues 2017-03-14T14:43:54+00:00

Breaking news: US Supreme Court decision throws thousands of NLRB decisions into question

Many of us HR and employment law types have been waiting for the Supreme Court's decision in the Noel Canning case, in which the D.C. Circuit Court of Appeals help that President Obama's January 2012 recess appointments to the National Labor Relations Board were improper (not because recess appointments are improper in general, but because [...]

Breaking news: US Supreme Court decision throws thousands of NLRB decisions into question 2017-03-14T14:43:54+00:00

Do your managers know the rules on third party harassment?

f not, it may be time for some training. The basic rule is that an employer has a legal obligation to protect its employees from harassing behavior from anyone, even third parties such as customers and vendors.

Do your managers know the rules on third party harassment? 2017-03-14T14:43:55+00:00