Lessening The Risk of Workplace Violence
Violence at a work site cannot always be prevented, but the risks can be lessened through a key formula.
Lessening The Risk of Workplace Violence Read More »
Violence at a work site cannot always be prevented, but the risks can be lessened through a key formula.
Lessening The Risk of Workplace Violence 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 »
Employees who are not pregnant may have rights under the Pregnant Workers Fairness Act (PWFA).
Pregnant Workers Fairness Act and Employees Who Aren’t Pregnant Read More »
Okonowsky v. Garland involved particularly bad facts and a clear failure to take sufficient remedial efforts. Therefore, employers should take note of the errors in this case to prevent similar issues in the future.
Social media is again making legal headlines with a new decision out of the influential 9th Circuit, Okonowsky v. Garland, which held a corrections lieutenant’s posts on social media about another employee, all occurring outside the workplace, could constitute unlawful harassment under Title VII. Given the frightening implications for employers – who now have to worry about what their employees are doing off duty – we did a deep dive into Okonowsky, to understand why this result was reached and what employers need to learn from this new decision.
The EEOC’s updated Enforcement Guidance on Harassment in the Workplace, while not the law, represents the EEOC’s interpretation of federal law and provides important, risk-minimizing insight for employers who have received complaints of harassment. Indeed, instituting a prompt and thorough investigation upon receipt of a complaint is usually the first step to help avoid costly litigation, preserve a positive workplace culture and ensure a safe work environment for employees going forward.
EEOC Updated Enforcement Guidance on Harassment in the Workplace Read More »
For many businesses, the start of a new year is a time for setting goals, launching new initiatives and fine tuning processes as needed. For employers, particularly those with employees across multiple states, this includes reviewing recent developments in the law and mapping out a compliance plan in line with new requirements.
Employment Compliance in 2025 Read More »
Despite advances, employees often still feel reluctant to discuss mental health issues with their employer. Therefore, employers must be vigilant about timely identifying such mental health issues.
The Increasing Difficulty of Managing Employee Mental Health Issues Read More »