• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR LAW Weekly
  • The HR Weekly

Discipline / Investigations

Managing today’s workforce: Teenagers and sexual harassment


Federal and state laws that protect employees in general also protect young people in the workplace. But because of their youth and inexperience, teenage employees may be more vulnerable to harassment than other workers. The EEOC has launched the “Youth at Work” initiative in response to several high-profile teen sexual harassment cases.

When supervisor’s harassment is serious, make sure the punishment fits the crime


Employers that don’t take swift action when they learn of possible harassment have only themselves to blame. Being too timid when it comes to punishing the supervisor is not a good idea. Whatever you do, don’t even think about transferring the harassed subordinate into a position with fewer responsibilities. Instead, move the harasser—or even terminate him.

Don’t let supervisor punish employees who cooperate in investigation


If you discipline a supervisor for discrimination, make sure you can reassure employees who cooperated in the investigation that the supervisor won’t turn around and punish them.

Should we investigate? Worker may have been a victim of bias, but has yet to complain


Q. We’re afraid one of our employees may have been subjected to discrimination here at work. However, she hasn’t filed a complaint. What should we do? Do we have an obligation to bring it up and investigate even if she declines?

Must we allow an employee’s ‘representative’ to sit in on investigative meetings?


Q. We are a nonunion shop. One of our employees is currently under investigation for sexual harassment. He has asked to have a representative present during all meetings and interviews related to the investigation. Do we have to permit him to have representation?

‘Anonymous’ harassment: How to respond when harasser is faceless and nameless


In some cases, employees are harassed via scrawled words on a wall, voice mail messages or some other shadowy act. You may never be able to pinpoint the culprit, but you must still do something. Begin by opening an investigation, just as you would for any other complaint. Then remind all employees about your anti-harassment policies.

How can you rein in rogue ‘early clockers’?


Do you have employees who clock in before their shift starts, then stand around drinking coffee for a half-hour? How can you cut down on this “on-the-clock-but-standing-around” time? …

Your new workers’ comp investigator: Facebook


More employers are using Facebook and other social media sites to spot employees who file fraudulent workers’ comp claims. Example: An employee who was in too much pain to get out of bed posted video of himself competing in a rodeo.

Anti-bias agency learns what it’s like to be sued


The Minneapolis Department of Civil Rights, which investigates discrimination charges, has been sued over an allegedly negligent investigation.

Reward for doctor who blew whistle on Medicare fraud


Dr. Steven Radjenovich contacted federal officials when he believed Wheaton Community Hospital was manipulating hospital stays to overcharge the federal government. As a result, he will share in the almost $850,000 fine the hospital will pay to settle the charges.