angieharris23
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- angieharris23
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Excellent posts! It sounds to me like you need to implement some sensitivity and tolerance training for your executives. Now that the EEOC has its ERACE initiatives- it would be a good idea. I truly feel for you, but remember an executive is still a…
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I enjoyed this article. I agree with Barbie and think the key still focuses on giving "honest" performance evaluations. I have run across employees in the past who were rated "excellent" but where bullies, rude, and simply not team players- but gue…
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I have to agree with Kate and the California training post. I have an extensive background in employee relations and training- you just need to make sure that you follow the state law since it is changing and may require an annual web- based two ho…
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No and I would not engage in the practice. This is basically blackmail and extortion- can anyone say class action lawsuit?
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I also agree with the posted information and using the form provided by the DOL. It may help if your company redefines the "FMLA" policy in your employee handbook to include a blank copy of all the forms needed to from an employee to help determine …
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I would agree with this post. The thing that you have to understand is this condition may be covered under FMLA and ADA. Know what your company policies are on this before you take any action. If you have company counsel, I would seek their advice,…
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An additional concern is that if you are newly qualified and you don't file, I agree you run the risk of a visit from EEOC and you may get an inquiry from the DOL (Department of Labor) since this form is reviewed by this agency as well. It is best t…
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I would agree, although I do find it odd that your company would hint at making regular employees, independent contractors for seminars- be careful that you don't violate the Equal Pay Act as well.
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I would have to agree with the last two posts. I would accommodate the request. You may want to review your policies and make sure they are compliant with the new changes and review some recent cases on the subject. I am not sure that undue hardship…
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It is really sad that Sting discriminated against his chef this way. I agree that a lesson is to be learned- documentation, documentation, documentation is the key. I am wondering if Sting is aware that he may be sued for retaliatory discharge? What…
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This was simply a case of ignorance that has led to a discriminatory event. You may want to review your policy of harassment and reinforce the fact that this may violate your harassment policy if you have it worded in that way.
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Country girl was correct and the law has changed... go figure :}