Two Compliance Issues every HR professional should know and teach to managers

I have come across a number of “must-know” lists in the past couple of weeks. Perhaps this is an artifact of the time of year, getting a fresh start phenomenon. As a result, I decided to do my own list. These are the things that I think all good professionals must know. Anti-discrimination Most of …

Read moreTwo Compliance Issues every HR professional should know and teach to managers

Turn your hood around; you might be able to see your mistake.

I occasionally report on Stupid HR situations. The EEOC told the story of one such situation, in a recent press release titled Downhole Technology to Pay $120,000 To Settle EEOC Suit for Race-Based Harassment and Retaliation. The company reaction to an employee’s claim qualifies as “stupid HR” in my opinion. Not a joke If you …

Read moreTurn your hood around; you might be able to see your mistake.

EEOC issues National Origin discrimination guidance

National origin discrimination is certainly in the news today. With large numbers of people seeking refuge in the United States from the wars and dismal conditions in their home countries and due to the rise in terroristic act national origin discrimination has been at the forefront of many discrimination cases. It is however not new …

Read moreEEOC issues National Origin discrimination guidance

In a hostile environment it is not the intent but the effect that is important

In a case out of the Tenth Circuit court in Kansas we learn that courts are not to interpret the intent of what someone says but the effect of what they say to determine if a hostile environment exists. What do you think? If you were, or are, an African-American employee and you worked in …

Read moreIn a hostile environment it is not the intent but the effect that is important

Discrimination Guidance

ISIS and the ongoing state of affairs in the Middle East are almost daily headlines in the news. The US Presidential debates have also broached the subject of Syrian refugees. For many people these are emotional topics that could have negative repercussions in the workplace depending on your employee population. The EEOC reminds us that …

Read moreDiscrimination Guidance

According to the NLRB it is “OK” to be a racist on the picket line

The Charleston shootings of June 2015 have certainly raised the profile of “racist” activities. But not all racist activities are deplorable if one is to interpret a decision by an NLRB Administrative Law Judge correctly. The Case In a union dispute in Findlay, Ohio striking workers had formed a picket line in front of the …

Read moreAccording to the NLRB it is “OK” to be a racist on the picket line

Why it is important to have multiple ways to report harassment

When you craft your harassment policy there are two important aspects of the policy that many companies miss. First is there has to be a way for someone to report the harassment. Secondly that reporting method has to have alternatives available for the person reporting the harassment. Let me explain why that is important. Company …

Read moreWhy it is important to have multiple ways to report harassment

Five Great posts to read to make you a better HR Manager

  I wanted to point out to your five great blog posts that I think you should read. These posts will educate you, make you a better Human Resources professional and may even answer a question you have. They will certainly prepare you to answer some questions in the future. First up is a post …

Read moreFive Great posts to read to make you a better HR Manager

The Top Six EEO Areas Companies Got in Trouble with in 2012

  The Equal Employment Opportunity Commission published a new listing for them on February 1, 2013. For the first time ever they published the statistics for charges by the type of employment action that was claimed. They divided the listing by Title VII, ADA, ADEA, EPA and GINA. So here are the top six EEO …

Read moreThe Top Six EEO Areas Companies Got in Trouble with in 2012

Effort in harassment investigations is IMPORTANT

In a case decided by the U.S. Court of Appeals Chrysler lost a lot of money. The case was a pretty hairy one involving harassment of a racial, sexual and religious nature with and unknown harasser.  One of the factors the court used in making its decision was the perceived amount of effort by the …

Read moreEffort in harassment investigations is IMPORTANT

Pin It on Pinterest