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Take action to prevent customers from harassing employees

Employees are entitled to work in a harassment-free environment—and that includes more than freedom from harassment by supervisors and co-workers. Employers also have to take reasonable steps to protect workers from harassment by customers, clients and others over which the employer has some control …

Appeal to older workers with these 4 health plan ‘Extras’


Health care coverage becomes increasingly important to employees as they get older. If you’re courting mature, experienced workers to join your team—or if you want to retain the ones you have—you might need to tweak your health benefits so they appeal more to over-50 employees. Here are four health-related perks that could help you seal the deal …

State troopers charge ‘Arbitrary, antiquated’ processes are biased

Twenty-three black and Hispanic state troopers are suing the New Jersey State Police, alleging bias in promotions, training, special assignments and discipline. The lawsuit claims the department’s promotion system is “an arbitrary, antiquated and subjective process that is skewed in favor of male Caucasians.”

Tell bosses: Don’t voice anger about discrimination complaint

Want to create an instant retaliation claim after an employee says she lost out on a promotion because of discrimination? Just let a supervisor or manager react angrily to the accusation. It’s dangerous for managers to make any negative comments in the wake of what an employee says was discrimination. Bosses must learn to hold their tongues …

You won’t work Sundays?! EEOC guide explains religious accommodations


Title VII prohibits employers from discriminating against employees and applicants based on their religion. The EEOC recently published guidance to help employers deal with employees’ religion-based questions regarding time off, free speech, religious clothing and more …

5 Steps for Communicating Benefits Changes


As your organization shifts more responsibility to employees to manage their own health and retirement expenses, you risk alienating your work force. But it doesn’t have to be that way …

Warn managers: Zero tolerance for any kind of age-related harassment

Under the California Fair Employment and Housing Act, it is unlawful for an employer to harass an employee based on the employee’s age. And employers are strictly liable for workplace harassment if the harasser is a supervisor. As a practical matter, that means HR must make sure no supervisor or manager makes any kind of comment that suggests any kind of age bias …

Tell managers: No discrimination for in vitro fertilization

The Pregnancy Discrimination Act (PDA) prohibits discrimination “because of or on the basis of pregnancy, childbirth or related medical conditions.” Until now, it was an open question whether that law covered fertility treatments. Now the 7th Circuit Court of Appeals has ruled that employers can’t punish female employees for undergoing in vitro fertilization …

3 Keys to Creating ‘Employee Lifetime Value’

Savvy business people have long focused on customer lifetime value—the gains to had from cultivating lifelong relationships with customers eager to patronize them again and again. Here are three keys to nurturing those same kinds of relationships with employees—and reaping the same kinds of rewards.

Act fast to investigate, correct hostile work environment signs

It’s not unusual to read about racially motivated incidents that occur at work. Slurs, graffiti and other acts of intimidation can lead to hostile environment lawsuits. By the time the graffiti shows up or the slurs are uttered, some of the damage has already been done. However, smart employers react immediately and try to limit the damage …