In today's climate, people get easily fired up when discussing reproductive rights, global conflicts, the economy, gender-affirming care, pronouns, and of course, candidates.
When work creates space for people to be their authentic selves - they are more engaged, more loyal and more supportive of their co-workers. They perceive that they are genuinely included and will have the opportunities they hope for in their daily work.
The court’s finding has resulted in a new level of proof required in a Title VII case. The majority stated that while plaintiffs are not required to show “significant” harm, they must nevertheless show they suffered “some” harm.
While it may seem like a great way to enhance employee benefits, companies will want to carefully review the impetus for creating such policies, the risks involved, and determine if they are best suited for their employee population and business.
The Pregnant Workers Fairness Act adopts the concepts of reasonable accommodation, the interactive process, and undue hardship that we all are familiar with under the ADA, but there are some key differences between the PWFA and the ADA.
The requirements – which are pretty dense – will be applicable to nearly all California employers, with very few exceptions. By July 1, 2024, covered employers must develop and implement an effective workplace violence prevention plan.
An investigator’s role in an investigation is to gather facts, but there are times when they need to recognize the signs of trauma, and understand how it affects complainants, respondents, witnesses, and the accuracy of investigative data.
An increasing number of jurisdictions are passing laws that place obligations on employers that sit at the top of global supply chains to address these human rights abuses.
Managers need to know how to recognize the employee who needs assistance, how to communicate effectively with them, and then properly raise the conversation to HR.
