"discrimination" Blog Tag


RIF - Reductions In Force Require Initial Fundamentals

June 18th, 2019 by Jean Ohman Back at Schwabe


Rifs

Reading Is Fundamental has been a part of children’s literacy since 1967. Reductions In Force have been a part of the labor landscape since the 1980s. We just made up Require Initial Fundamentals.

RIF requires volunteers and donations - consider providing your support. RIFs require a sequential list of fundamentals needed to help a company refocus and rebuild while avoiding legal liability - consider Jean Ohman Back your support (for the Reduction in Force stuff).

While none of us at hrsimple.com have a favorite Reduction In Force, here are some of our favorite chilldhood books:

"Fat shaming" at work can cost more than money, a lot of money

April 22nd, 2019 by Robin Shea at Constagy


Fat-shaming at work (and everywhere, but we do pander to the SEO gods) is rude, offensive, clueless, inappropriate, (insert your own adjective(s)), and expensive.

Not always expensive, but never helpful.

Robin Shea provides some background, including some help with the behaviour requirements for a legal claim of "intentional infliction of emotional distress" (spoiler alert - did this particular case reach the burden of proof? - OK, not really a spoiler alert) and a bit of potent advice" "Employers should never ignore such behavior".

I forgot ignorant. So ignorant.

 

One step beyond March Madness

March 26th, 2019 by Fiona Ong and Nick Vogt at Shawe Rosenthal


Onestepbeyond madness tribute berkshire 1 profile

It's March, so Madness is sure to follow. Or is it One Step Beyond March Madness?

Regardless, the NCAA tournament is here, brackets and all, and if you aren't one step ahead, you could be playing from behind.

Fiona Ong and Nick Vogt cover the spread on: gambling, computer use and cybersecurity, productivity, dress code and civility policies, attendance policies.

And a bonus for those of you who wondered if the English ska band Madness was still around (spoiler alert – they are).

Why You Should Care About Employment Law

January 16th, 2019 by Jenny Goltz at Cozen O'Connor


Common Pitfalls for Emerging Companies Founders of emerging companies are often first-time employers and find themselves having to wade through the dense patchwork of state and federal labor and employment laws. This can be a confusing undertaking that often requires legal counsel. However, there are a few very common employment law pitfalls that all emerging com...

Workplace Christmas Quiz (this is legit and will secondarily eat up some time before you get to go home)

December 24th, 2018 by Robin Shea at Constangy


Ralphie slide

One of our favorites, Robin Shea, invites you into her Christmas HR world with a Christmas-themed quiz featuring:

  • Santa
  • Bob Cratchit
  • circumnavigating the globe in one evening in a sleigh pulled by reindeer
  • Ralphie
  • Rudolph
  • Baby It's Cold Outside
  • The Grinch.

Thanks Robin!

And to all a good night!

MeToo, avoiding women, and the modified Mike Pence Rule

December 7th, 2018 by Robin Shea at Constangy


One way to for men to avoid a sexual harassment claim is to avoid women. Not coincidently, that is also a way to run right into a sex discrimination claim.

So is the so-called two-step "Mike Pence Rule" (the Vice President reportedly (1) doesn't have dinners alone with women, and (2) doesn't attend parties unless his wife comes with him) a way or no way?

Robin Shea tweaks the Mike Pence Rule while debunking some "avoid" myths.

Discrimination CHARGE! – Step 3 Cause or no cause, because you gotta do something

November 28th, 2018 by Kristin Gray at FordHarrison


Charge 3

So you have not CHARGED forward spewing and waving, but instead have taken a deep breath, straightened your spine, not panicked, asked the right questions (if not, please see Step 1 Don't panic, ask questions) then went Kim Possible and asked more questions (if not again, please see Step 2 Go Kim Possible for the investigation phase).

Well done. Now time to find if the EEOC for cause or no cause because that is what they do. Regardless, which is kind of unfair to the EEOC cause they are just doing their job, you aren't finished:

  • A no cause finding! So that's it?
  • A cause finding! Now what?

If you are a skip-to-the-last-page reader, it really is worth going back and picking up the first two steps.

Step 1 Don't panic, ask questions

Step 2 Go Kim Possible for the investigation phase

Discrimination CHARGE! – Step 2 Go Kim Possible for the investigation phase

November 28th, 2018 by Kristin Gray at FordHarrison


Charge 2

So you have not CHARGED forward spewing and waving, but instead have taken a deep breath, straightened your spine, not panicked and asked the right questions (if not, please see Step 1 Don't panic, ask questions). Well done. Now time to go all Kim Possible for the investigation phase by answering more questions:

  • So the parties did not resolve the charge at mediation. Now what?
  • What are the best practices for responding to the charge?
  • What if the EEOC requests additional information?

See Step 1 if you skipped it above and then to Step 3.

Step 1 Don't panic, ask questions

Step 3 Cause or no cause, because you gotta do something

Discrimination CHARGE! – Step 1 Don't panic, ask questions

November 28th, 2018 by Kristin Gray at FordHarrison


Charge

When you receive a charge of discrimination, take a deep breath, straighten that spine and DO NOT respond by CHARGING! forward cursing and waving your arms while proclaiming your innocence.

Don't panic. You and 84,254 (2017 numbers) other employers have or will share the same sense of shock, misery and a slight stomach drop this year. Kristin Gray will calmly walk you through the three steps you need to take. This first step is to find the answers to some important questions:  

  • Who is the EEOC?
  • Is my business covered?
  • Is the charge timely?
  • How should I respond to a request to mediate?

And then on to Steps 2 and 3.

Step 2 Go Kim Possible for the investigation phase

Step 3 Cause or no cause, because you gotta do something


 

Disability/pregnancy practices – what not to practice

October 16th, 2018 by Robin Shea at Constangy


If nothing else, you want to read Robin Shea's blog because she makes a good in-context Kate Gosselin reference. Of course there is "else" which includes stuff you need to work through:

  • DON'T automatically terminate
  • DON'T automatically terminate (no, I DIDN'T stutter, there are two)
  • NO 100% recovered policy
  • "TEMPORARY" can mean a lot of things, like "disability" and "protected"
  • Medical exams/questionnaires – 10 words for you: STOP CHILDREN WHAT'S THAT SOUND EVERYBODY LOOK WHAT'S GOING DOWN.

There is also a picture that is not the Official "Grumpy Cat".