HR Brew
JUNE 25, 2025
Employee claims of discrimination, harassment, and retaliation reached 14.7 It’s now easy for anyone, regardless of background, to bring a discrimination claim as to how they’re treated,” she said. “[HR] It’s a messy world, and the workplace is starting to reflect it. Claims are rising. The legal bar is lower.
Trusaic
SEPTEMBER 29, 2022
That is – the report must document what the mean and median pay is for employees, while also accounting for their gender and race/ethnicity. . Document record keeping. The first is that it requires employers with 100 or more employees to report employee mean and median pay data for combinations of gender and race/ethnicity.
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HR Brew
JANUARY 16, 2025
14, Mastercard, a credit card company with roughly 32,000 employees globally (after last years layoffs), agreed to a $26 million class action settlement in a race and gender discrimination lawsuit, two years after negotiations began. Mastercard maintains that it did not discriminate against workers.
The Employer Handbook
JANUARY 6, 2025
Wisely, her employer documented the attendance issues, which included frequent unscheduled absences and tardiness, and issued written warnings. The plaintiff claimed that the defendant discriminated against her because of her disability. Document and Communicate Attendance Issues Too. Disabled but unqualified.
HR Brew
OCTOBER 17, 2024
It also noted that while the practice may continue, Jean Singer & Cie SA must modify its policy to ensure it does not discriminate against women. But the court disagreed, ruling that, “Swiss law does not mention the right of employees to go to the toilet, even though this is a basic physiological need.”
HRWatchdog
MARCH 13, 2025
Protected activities include actions like reporting discrimination, harassment, wage issues or unsafe working conditions. A clear and consistent process, supported by detailed documentation, can help overcome the presumption of retaliation, which otherwise could result in costly litigation. Greene, J.D.,
AIHR
JUNE 12, 2025
Risks and liabilities: Investigate existing or hidden risks such as lawsuits, discrimination claims, union issues, compliance violations (e.g., Check compliance with local and international labor laws, including wage and hour, workplace safety, and anti-discrimination statutes. wage violations), or underfunded pension obligations.
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