The ADA doesn’t set a time limit for the reasonable accommodations process, but assumes that everybody will act in good faith. So when the process takes too long, the employee can sue, alleging failure to accommodate.
The ADA doesn’t set a time limit for the reasonable accommodations process, but assumes that everybody will act in good faith. So when the process takes too long, the employee can sue, alleging failure to accommodate.
• Why common courtesy is not so common.
• The vicious cycle of disrespect: When rudeness leads to revenge.
• 7 warning signs of an incivility problem.
• Childish adults: Pouters, screamers and public attackers.
• Communication insults: Email bombers, cyberjunkies and nonresponders.
• How incivility hurts productivity and increases turnover.
• Why professional adults sometimes act like brats.
• Quick quiz: Taking an honest look in the mirror.
• How silent bystanders and wimpy managers encourage offensive behavior.
• Dealing with drama: Gossips, snobs and office divas.
• How co-workers can learn to have civil conversations about incivility.
• Using a “team turnaround” to make your group more collaborative.
• Legal hazards: Frat boys, closet bigots and sexual predators.
• 5-step formula for changing an organizational culture.
• Beyond civility: 12 signs of a truly collaborative workplace.
Teens can ask a question and get an instant (sometimes inaccurate) answer. Couple that with government websites designed to provide teens with accurate information about their rights, and you have a recipe for a PR nightmare.
We provide company cell phones for our employees. Sometimes it can be a hassle to use two phones, the company and personal. If we decided to have our employees use their personal cell phones, could that be a jeopardy for the company?
A 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.
The total number of workplace injuries may be declining, but the risks—and associated costs—are growing more complex.
With this year marked by economic uncertainty, some employers have chosen to offer smaller pay increases. That may lead to dissatisfaction among workers still contending with the effects of inflation and rising costs.
It 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.
Under increasing pressure, Immigration and Customs Enforcement has entered the next phase of immigration enforcement—strict scrutiny of Forms I-9 and workplace raids.