Last Wednesday marked a landmark moment for survivors of sexual violence—and a powerful reminder of the importance of legal reform. A New York jury awarded
You fired your junior-level employee who wasn’t performing well. You’re sure the firing was by the book, so you’re not worried about negative consequences. But
I’m sorry… This post will be disturbing. But the issues can’t be ignored. The family of John Barnett formerly a 32-year Boeing Quality Control Manager
A demoted minority employee didn’t show she was treated less favorably than similarly situated employees. Her employer offered a legitimate nondiscriminatory reason for her demotion.
I’m not surprised, though I wish I could be. Another case against another food franchisor for sexual assault of a franchisee employee, where, of course
You fired your employee 2 months after returning from FMLA leave… because of performance. Really? Did the performance standards you set take the leave into
Could Mrs. Doubtfire and Mary Poppins been entitled to overtime pay? Got your attention, didn’t I? Part of this week’s post addresses the question, “When
I need to warn you: The topic of this post is extremely disturbing, but we can’t keep ignoring it. It’s a warning of what can
Uh oh. You just found out that a former employee sued your company for sexual harassment/discrimination. You should be concerned, but you’re not. Your knee-jerk
Finally, the US Department of Labor has finalized the long-awaited, anticipated “new” Independent Contractor rule. Except it really isn’t so new. What? Isn’t it though?.
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