DecisionWise
APRIL 21, 2020
So, I asked my supervisor if I could take off late afternoon s , get in a workout, and return later to finish my work. It was peak season for us – my workload was heavy , and support was limited. This meant late nights in the office with the stress that so commonly follow s. . According to Jeffrey Peffer, PhD. overall score?is?73%
Zenefits
JANUARY 7, 2023
A strong retaliation case must show 3 things: An employee faced discrimination or harassment in the workplace. A strong retaliation case must show 3 things: An employee faced discrimination or harassment in the workplace. Jennifer Harris provided numerous instances of discrimination and linked it to her termination.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
HR Daily Advisor
JULY 10, 2017
District Court for the District of New Jersey ruled that an employee who claimed he was terminated for discriminatory reasons based on his disability was laid off for legitimate nondiscriminatory reasons in a reduction in force (RIF). From 2007 to 2010, Demetri received generally favorable reviews. In a recent decision, the U.S.
HR Daily Advisor
SEPTEMBER 13, 2017
The steady increase in retaliation claims is likely due to a number of factors, including the fact that an employee doesn’t have to prove that she was discriminated against or harassed to proceed, and potentially succeed, on a retaliation claim. As we have previously noted , employees are filing more and more retaliation cases.
HR Daily Advisor
AUGUST 11, 2017
A recent case highlights the importance of making sure that supervisors and managers are properly trained on documenting performance problems and personnel decisions. Turner, who is African American, was hired by McGraw-Hill Global Education Holdings, LLC, in February 2007. What Happened. He was interviewed for a position in St.
HRWatchdog
FEBRUARY 14, 2017
Forty-one percent of workers have dated a co-worker, up from 37 percent last year and the highest level since 2007. Although employers should generally avoid inquiring into an employee’s off-duty activities, particularly in the absence of an effect at work, an employer may rightly be concerned about liability related to workplace romances.
HR Daily Advisor
NOVEMBER 21, 2016
In 2007 and 2008, he alleged that a coworker made disparaging comments about his national origin (Mexican) and complained to his union chairman and supervisor. He subsequently sought psychological treatment for the harassing conduct he experienced at work, which he claimed led to distractions and interfered with his performance.
Expert insights. Personalized for you.
246 
Let's personalize your content