Employee Performance

Beyond Policy: Why Ongoing Workplace Behavior Training Matters

Beyond Policy: Why Ongoing Workplace Behavior Training Matters

Employee Performance, HR Services, Workplace Conflict

Responsible employers have long known that having comprehensive workplace behavior policies are essential but not nearly enough. Even organizations with well‑established policies can find themselves exposed if they can’t demonstrate that they are continually reinforcing standards, assessing risks, and equipping workers to identify and prevent harmful conduct. Employers are facing an increasingly complex compliance landscape […]

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Drafting Lawful Performance Improvement Plans After Muldrow and Walsh

Drafting Lawful Performance Improvement Plans After Muldrow and Walsh

Employee Performance, Employment Law, Labor Law

Establishing a claim of unlawful discrimination or retaliation in the workplace requires, among other elements, that an employee show they experienced an “adverse employment action.” Since Muldrow v. City of St. Louis, 601 U.S. 346 (2024), where the U.S. Supreme Court held that an employee need not show “significant” harm, but only “some harm,” to establish an

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