• Labor: 7 ways to avoid trouble with the EEOC

    Even if you keep your employees from harassing co-workers and never base an employment decision on an employee’s race, gender or other protected characteristic, the Equal Employment Opportunity Commission (EEOC) may still not be satisfied

  • Labor: No liability for pre-EEOC investigations

    Employers generally investigate an employee’s discrimination or harassment claim internally, before a charge of discrimination is filed with the Equal Employment Opportunity Commission (EEOC) or the state’s administrative agency equivalent.

  • Roundup: 3rd, 6th, 10th and 11th Circuits

    No future injury means no injunctive relief; Test clarified in hostile work environment case; Medical condition justified termination; Arbitration clause enforceable for bank overdraft fee disputes

  • Labor: Get workplace investigations right or pay the price

    Your company has a clear policy against discrimination and harassment. It provides regular training on these topics to managers and employees. Positive but forceful notices about compliance appear throughout the workplace. Multiple methods for raising a complaint are provided, and company leaders have made nondiscrimination part of the corporate culture...

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