Age bias has no place in the workplace, and managers are primarily in charge of preventing it. Warn them against making any statements that may indicate management or your organization prefers younger employees to older ones.
Here’s another reason to strictly enforce a zero-tolerance policy for any sexist, religious or racial comments: Even comments or behavior directed at one individual can create a hostile environment for others who belong to the same protected class.
Employees who work in a union setting often cannot take temporary assignments into management without losing the benefits of their union membership. One such benefit is often seniority. Employees must sue right away if they lose seniority.
If your business depends on solid client relationships, now is the time to safeguard those relationships with a restrictive covenant that prevents employees from jumping ship and taking customers with them.
Three former detectives for the Nassau County Police Department’s 8th Precinct in Levittown have won a $1 million verdict for sexual harassment and discrimination.
National Wholesale Liquidators will pay nine South Asian employees $255,000 for subjecting them to a hostile work environment based on their race, national origin and religion, as well as sexual harassment.
Rachel Love, erstwhile patron of Johnny Utah’s in Rockefeller Center, is suing the restaurant for allowing an inebriated individual (herself) to ride a mechanical bull, leading to injuries.
At first glance, the federal ADEA appears rather straightforward: It protects people age 40 and older from employment discrimination based on their age. But the law can affect just about anything managers do, from asking questions in job interviews to assigning job duties …
During this term, the U.S. Supreme Court will consider employment cases concerning arbitration, pregnancy discrimination, protected activity and union fee use.
