Practical HR Tips, News & Advice. Updated Daily.
About a month ago, my colleague Kristin Gray wrote about the breaking Harvey Weinstein scandal and best practices for employers to prevent harassment and discrimination from invading the workplace. And while I have no intention of reiterating any of the excellent points Kristin covered in her piece, it would be ignoring the obvious not to […]
The 8th Circuit—which covers Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota—recently heard a claim for constructive discharge based on a hostile work environment, gender discrimination, and age discrimination. Did the employee have a viable claim?
In yesterday’s Advisor, we noted that text messages are one way to improve communication during the recruiting process and outlined some of the benefits of doing so. Today, let’s take a look at some of the potential drawbacks.
It follows that you want to hire the best, right? Wouldn’t it be great for new hires to be extremely well qualified? After all, isn’t it good for the organization if the new hires have skill sets that go beyond what they need for their current role?
Employees and job applicants are now further protected from employment discrimination based on their legal use of medical marijuana under Connecticut state law. Recently, a federal district court judge determined that marijuana’s illicit status under federal law doesn’t preempt Connecticut’s explicit workplace protections for the use of medical marijuana.
Over the spring and summer, the Equal Employment Opportunity Commission (EEOC) was busy cracking down on employers for various pay and disability discrimination violations, in Maryland and California.
Is it acceptable to reject a candidate because of his or her appearance?
In a recent decision, the U.S. 5th Circuit Court of Appeals—which covers Louisiana, Mississippi, and Texas—addressed claims brought under the Americans with Disabilities Act (ADA) by an employee who had a noticeable stutter. The employee alleged his employers failed to accommodate his disability and subjected him to a hostile work environment.
New guidance from Attorney General Jeff Sessions on religious liberty in employment “signals a shift in federal employment law and policy,” according to an attorney who focuses on employment law.
The practice of screening applicants through the internet – particularly by using Google and social networking sites – is becoming more and more commonplace. But employers need to understand there are times when they just shouldn’t look.