In a politically charged era where activism is considered noble, HR managers are confronting new challenges in the workplace in an attempt to find balance between the expression of disparate views while maintaining a productive and cohesive workforce.
With the Supreme Court’s ruling on Title VII of the Civil Rights Act of 1964 regarding gender identification, can we leave the Title VII disclaimer in our company handbook and applications as is? Or does the wording need to be adjusted to specifically state “sexual orientation” and “transgender status”?
With so many people working from home (WFH) these days, and likely to be doing so for the foreseeable future, companies are learning some best practices and recovering from missteps related to the policies and practices that must be in place to make remote work a success for all involved.
Title VII of the Civil Rights Act of 1964 protects employees from a hostile work environment. People use buzzwords such as “severe and pervasive” to describe hostile environment harassment, but what does that mean?
In several recent posts, we’ve been discussing the distinctions between two worker classifications: independent contractors who are issued 1099s by the companies they work for; and traditional employees who are issued W-2s.
In some recent posts, we’ve been talking about the classification of workers in organizations. In general, it’s pretty clear cut whether a worker is an employee or an independent contractor and the IRS explains some criteria for distinguishing between the two.
In a previous post, we talked about the decision companies face in classifying workers as independent contractors—those who receive a 1099 for tax purposes—and traditional employees who receive a W2.
In a previous post, we discussed the challenges rideshare company Lyft is preparing for based on its designation of drivers as independent contractors as opposed to employees.
A common criticism of the gig economy is that companies treat those working in it less favorably than traditional employees due to their status as independent contractors.
An unfortunate emerging issue for employers is the rise of workplace shootings. Even courts and judges have taken note in their judicial opinions that workplace violence is increasing. Of course, employees may be exposed to different degrees of violence at work. Workplace shootings are on the extreme end of the spectrum.