If employers lose an employment discrimination case, they end up paying the worker’s legal bills in addition to back pay and other monetary awards. But what happens if the employer wins? Don’t count on the losing side paying up.
Tales of sexual harassment from Hollywood to Washington have HR departments everywhere pondering the worst-case scenario: What if someone has been harassing co-workers for years? That ticking time bomb could go off at any time.
Change in the workplace is inevitable. So is the bickering and resistance when the change means new and different duties for employees. Here is how to handle the team’s resistance to more or different work.
A little appreciation can go a long way with employees. This holiday season, remind supervisors to stuff their employees’ stockings with a simple “thank you” for a year of loyal service.
The former superintendent of the Shakopee Public Schools in Minnesota faces felony charges that he paid for more than $73,600 in personal expenses using the school district’s credit card.
It’s not unusual for a disappointed employee to immediately allege some form of discrimination or bring up past discrimination complaints and claim the poor review was retaliation. Smart employers know how to protect against this sort of lawsuit.
If an employee breaks your work rules, you should absolutely discipline him. However, make sure that discipline matches punishment you have dished out to other employees for similar infractions—and that you have records to back up your defense.
Appeals can be time consuming and expensive, adding huge costs to defending against what might seem, on their face, to be frivolous allegations. One federal court has now said enough is enough.