Bob was a solid, long-term employee. But at the company retreat, he stayed late at the bar, had a few too many drinks, and made a highly inappropriate pass at a member of the hotel staff. The hotel had enough and called you, his supervisor, to come get him. You dutifully complied and found Bob […]
Third-party harassment occurs when an employee faces discrimination or a hostile work environment caused by non-employees like clients or vendors. Employers have a legal duty of care to protect staff from such conduct under federal and most state laws. Discover how to identify signs of harassment and the strategic steps employees should take to protect
Employer Liability for Third-Party Harassment Under Federal and State Law Read More »
The ADA mandates reasonable accommodations, but when must employers start the interactive process without an employee request? Explore key triggers, EEOC guidance, and proactive steps for compliance.
For a calming notice to Minneapolis employees, focus on empathy, reaffirming support, providing clear info on resources (like EAP), acknowledging external stressors (local events, weather), outlining immediate steps for safety/support (remote work, quiet spaces), and directing them to official channels for updates, using a tone that’s supportive, calm, and clear, as specific situations dictate different
Disturbing events in Minneapolis Read More »
As the weather warms up, employers face unique legal challenges tied to the summer season. Whether it’s hiring interns, teenage workers, or hosting company outings, summer introduces a range of compliance issues that can create legal exposure if mishandled.
Summer HR Compliance Checklist Read More »
Employers and their counsel should stay on top of the ever-evolving legal landscape in this area and the new AI tools entering the market.
The Use of AI by Job Candidates: Employer Recommendations Read More »
It is critical that employers understand the ways in which candidates can use AI in the hiring process and learn how to effectively navigate potential issues that might arise without negatively impacting the pool of talented applicants or running afoul of employment laws.
The Use of AI by Job Candidates: Employment Law Considerations Read More »
The General Duty Clause allows employers to be cited for conditions that create a hazard to health or a safety risk for employees if the hazard is “recognized.”
OSHA Primer: The General Duty Clause Read More »
