We are particularly concerned about employees potentially endangering themselves or others if they are using our equipment while impaired, but we are unsure what to do in these circumstances. Can you help?
Considering the passage of the Speak Out Act limiting the use of pre-dispute nondisclosure and non-disparagement clauses involving sexual assault and sexual harassment claims, how do you recommend we revise those documents?
A number of employees in several of our stores have requested not to work on various days for religious observances. We have tried to accommodate them, but it’s not always possible. What are our obligations?
After we finally got our minds (and workplace policies and practices) wrapped around COVID-19, our employees have now expressed concern about monkeypox and what we’re doing about it.
Now that our employees have returned to the office, we have discovered that something else has also unfortunately returned – bedbugs! What do we do now?
An employee has objected to anti-discrimination and harassment training that includes a module on sexual orientation and gender identity based on her religious beliefs. Must she be accommodated?
I want our employees and our clients to feel safe and confident about their face-to-face dealings with one another, but I am concerned about escalating tensions around the issue of masking during this next phase of the pandemic.
Over the past several months we have heard from multiple applicants and employees about whether the company offers cryptocurrency as an option for compensation.
