When we hear stories about workplace discrimination or harassment on the news, they often highlight how a worker was ill-treated by a co-worker or superior while on the job. An individual can claim that they were discriminated against during the hiring process, though, too. No matter the situation, it matters how you respond to their allegations.
An employee claims that you discriminated against them at work. You feel shocked. You have always valued inclusivity at your company, and you thought that everyone knew it. You thought that you had a healthy company culture. But now your business is facing some very serious allegations and you're worried about what it could mean for the future.
As an employer, you are responsible for ensuring that your employees are treated as federal and state laws require. When it comes to overtime pay, the laws are strict as to when overtime pay is required.
Cincinnati City Council passed its new Salary Equity Ordinance on March 13 with a vote of 6-2. It's set to go into effect in March of 2020. Once it does, all employers will be prohibited from asking prospective employees for a salary history when they respond to job ads, on applications and during interviews.
Genetic testing has made massive strides in recent decades. People are now able to determine whether they're at risk for a multitude of diseases and conditions, including certain types of cancer, Parkinson's disease and bipolar disorder.
It may seem like Democrats and Republicans in Congress can't agree on anything these days. However, lawmakers on both sides of the aisle in the House and the Senate are championing proposed legislation that would make it easier for older workers to file employment discrimination lawsuits.
As an employer, you have a legal and ethical responsibility to investigate any claim made by an employee of any type of harassment. This includes physical, sexual, verbal or emotional harassment. The employer is expected to take the employee at their word that harassment is occurring, not decide whether or not to believe them. Let's take a look at how you can respond to an employee's harassment claim in today's post.
Cincinnati companies and those located elsewhere have multiple plans. They have business plans, revenue plans, growth plans, product plans and succession plans. If they don't have a plan to keep the workplace free of harassment, they should make one -- right away.
A former Hamilton County Clerk of Courts employee who sued her boss over a non-disclosure agreement (NDA) prohibiting her from speaking about him can now say whatever she likes. Her former boss voluntarily released her from the agreement.
No matter how careful you try to be when picking only the most responsible and honest employees, there's always someone who will try to bend the rules. It's that one worker that engages in misconduct that leaves you questioning whether you should reassess your hiring practices. Since having to take disciplinary action for policy violations doesn't happen all the time, you may be unsure what to do when the time comes to have to.