What’s the best way to get in front of a workplace retaliation suit — instead of ending up behind the 8 Ball? Knowing how to do that now is more important than ever.
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The Equal Employment Opportunity Commission (EEOC) effort to bring large employers to justice for sexual harassment allegations has claimed another victory: The owner of several IHOP restaurants in New Mexico will pay $1 million to settle a sex discrimination lawsuit.
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Baseball, apple pie and motherhood: Symbols of core values we all can agree on, right? Maybe not. According to the EEOC, two out of three ain’t bad …
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Sometimes you wonder if managers need to be smacked upside the head and told, “What were you thinking?”
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If it wasn’t so sad, it would be ironic: A non-profit social-service agency laid off a long-time employee because of her disability, and then fired her when she complained it was an act of retaliation.
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The Equal Employment Opportunity Commission (EEOC) has laid out its Strategic Enforcement Plan (SEP) that will help focus rules enforcement through 2016. Now the agency wants your feedback, but you better be quick — the deadline is right around the corner.
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HR managers clearly have a good working grasp of Title VII laws barring discrimination. But there’s a growing flabby area that’s no man’s land for now — how employers should treat obese workers and job applicants.
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Human Resource managers are familiar with the “code words” — buzz phrases for being old like “old school” or “set in her ways” — that supervisors must avoid or risk landing the business in court.
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When a federal court took the Equal Employment Opportunity Commission (EEOC) to task for jumping the gun on a race discrimination claim last year, it sent a message: The agency had to pay when its aggressive tactics backfired.
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What would The Beach Boys have to say about this? A 71-year-old New York lifeguard was fired for being too old. Help Me, Rhonda!
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