Treating military service as a negative factor in any employment decisions can backfire badly. The Uniformed Services Employment and Reemployment Rights Act makes that illegal.
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Treating military service as a negative factor in any employment decisions can backfire badly. The Uniformed Services Employment and Reemployment Rights Act makes that illegal.
Read MoreAccording to an internal email from the EEOC’s director of field operations, Thomas Colclough, cases will again be processed, with limitations.
Read MoreIf you assign sales territories based even in part on territory demographics that mirror your employee’s protected characteristics, you may end up losing a discrimination lawsuit.
Read MoreJonathan Segal, a partner at Duane Morris LLP, tells HR professionals to stay cognizant as he witnesses “an explosion and evolution” of antisemitic views. He advises them to condemn antisemitism as they would other workplace -isms.
Read MoreYou may rightly worry that posting jobs similar to ones that were eliminated could spur a lawsuit. But if you can clearly explain why you decided to reopen positions that were eliminated earlier, courts are unlikely to conclude you intended to discriminate against those who were not retained during the earlier RIF.
Read MoreThe EEOC takes discrimination against women because of their unique reproductive characteristics seriously, as a recent lawsuit settlement shows.
Read MoreWhen conversations around workplace equity stall or spark conflict, it’s often not because someone is unwilling to engage, but because people are starting from entirely different premises. A new Pew Research Center report highlights how vastly Americans’ perceptions of discrimination differ across political, demographic and social lines.
Read MoreA May 20 internal announcement ends a long-standing practice of payments in so-called “dual filing” states that have their own anti-discrimination laws when those two kinds of discrimination claims are raised.
Read MoreIt may be tempting to eliminate diversity, equity and inclusion policies entirely. But before you do so, consider the potential unintended consequences, especially if you lay off everyone you hired to run the programs. Those sidelined employees who were supposed to help you create a diverse workplace may sue you.
Read MoreA bipartisan group of lawmakers is working to change the legal standards older employees must meet to bring forward age-discrimination claims.
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