Your employee alleges discrimination or harassment, or conduct that s/he believes is otherwise illegal. Most of you know that you shouldn’t fire the employee or take some other adverse action in response. I’ve posted about that here. That’s retaliation, and it’s illegal. In a discrimination case, you could pay big bucks for both the discrimination […]
What We Can Learn from Discrimination Claims Against Uber…
Last week we began focusing on Uber, and its recent legal woes. You can find that post here. I touched on four key areas. Let’s focus on the first one, discrimination, harassment and retaliation claims. While I’ve written about these issues before, apparently there are still enough employers who could stand to learn to appreciate the […]
10.1 Million Reasons Why Anti-Harassment Policies Alone Are Not Enough…
Does your workplace have anti-harassment policies? What about anti-discrimination policies? It probably does. If not it probably should. If ever an employee filed a charge with the EEOC or a state agency or sued, that’s one of the first documents an employer would have to produce. Not being able to do so could be the […]
Your Employee’s on a Performance Improvement Plan–and S/he Sued???
Suppose you are a Department Head at Larger-than-Life Sciences, Inc. Rhonda the Researcher is one of your direct reports. Rhonda is just not performing well at her job. In fact, you are not sure she is really qualified. Your annual performance review showed serious problems. You then put Rhonda on a Performance Improvement Plan. Rhonda […]
The Concluding Piece on Wal-Mart’s Employment Law Capers
After 11 weeks of semi-intense focus on the world’s largest private employer, The Emplawyerologist is now wrapping up its series on Wal-Mart. Now, of course, we can still expect to hear more about Wal-Mart and its employment law woes in the news–unless of course, Wal-Mart does what we have been doing over here, by learning […]