Employment lawyers and human resources professionals regularly preach that managers must document employee performance issues as a best practice so that if/when that manager wants to terminate the employee, the company has the “receipts” to justify the decision.
An Example of An Employer Documentation Pitfall Read More »
Conducting a prompt, thorough and impartial investigation of internal discrimination complaints about disciplinary action and taking appropriate corrective measures when necessary may resolve problems and prevent them from happening again.
EEOC Guidance on Harassment Investigations Read More »
At an employer’s response to a harassment complaint doesn’t need to be perfect. Just ok may do. That’s because an employer that learns about sexual harassment needs to respond in a way that is reasonably designed to end the complained-of behavior.
Four Things to Avoid in a Harassment Investigation Read More »
On May 24, 2023, Governor Tim Walz signed into law an omnibus jobs and economic development bill that included, among its many workplace-related provisions, the establishment of a statewide paid sick leave program, effective on January 1, 2024. This law is similar to the existing Minneapolis and St. Paul earned sick and safe time ordinances, but it does not preempt them. In other words, and according to the Minnesota Department of Labor and Industry’s website,”employers must follow the most protective law that applies to their employees.” The website indicates that an employee notice, frequently asked questions regarding the new program, and a workplace poster will be “coming soon.”
EEOC Harassment Guidelines Issued Read More »
