The Employer Handbook
NOVEMBER 19, 2015
She offered her resignation in June of 2012, but before finishing her employment, she testified against the Executive Director, Wayne Thibodeaux, claiming sexual harassment. Failing to do so in either case because the employee has [complained about discrimination] is nonetheless an adverse employment action.”
The Employer Handbook
DECEMBER 21, 2015
In late December of 2012, the EEOC approved its Strategic Enforcement Plan for 2013-2016. This priority entails targeting disparate pay, job segregation, harassment, trafficking and discriminatory policies affecting vulnerable workers who may be unaware of their rights under the equal employment laws, or reluctant or unable to exercise them.
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The Employer Handbook
JUNE 11, 2018
Some folks just don’t learn. million to settle a disability discrimination lawsuit. million to settle a disability discrimination lawsuit. A few years ago, I offered 112,500 ADA reasons not to force an employee to stay home until 100% healed. Like a Nevada employer that just settled with the U.S.
The Employer Handbook
JUNE 11, 2018
Some folks just don’t learn. million to settle a disability discrimination lawsuit. million to settle a disability discrimination lawsuit. A few years ago, I offered 112,500 ADA reasons not to force an employee to stay home until 100% healed. Like a Nevada employer that just settled with the U.S.
HRWatchdog
APRIL 23, 2019
Sexual harassment charges increased 13.6 Equal Employment Opportunity Commission (EEOC) recently released detailed breakdowns of the 76,418 workplace discrimination charges the agency received in fiscal year (FY) 2018. The EEOC also received 7,609 sexual harassment charges, which is a 13.6 percent from FY 2017.
HR Daily Advisor
NOVEMBER 17, 2017
A substitute school custodian said she was pressured to have sex with a foreman in exchange for more hours and then retaliated against for refusing his advances and lodging a sexual harassment complaint. She was not guaranteed any work and, in fact, was rarely scheduled to work during the 2011–2012 school year. What Happened.
HR Daily Advisor
JANUARY 18, 2018
Court of Appeals for the 3rd Circuit—which covers Delaware, New Jersey, and Pennsylvania—recently broadened the definition of “supervisor” for purposes of Title VII of the Civil Rights Act of 1964 and the New Jersey Law Against Discrimination (NJLAD), in an expression of the court’s opinion that went beyond the facts before it.
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