You’re not seriously considering doing this, are you? Continue reading
On Tuesday, I wrote about severance agreements. Specifically, I suggested that employers benefit from: (1) drafting easy-to-understand agreements; and (2) giving former employees a reasonable amount of time to read the agreement and decide whether to sign.
Generally, if you check those boxes, you’ve got yourself an enforceable agreement in which the former employee has released all claims.
Well, there may be at least one exception. Continue reading
Over the course of the year, he has flagged some of the worst discrimination and harassment allegations against employers. Now, the list is long enough that he needs your help to vote it down to a “Worst Employer of 2018.”
So, clutch your human resources pearls, click here to vote, and then say a little prayer that you work elsewhere.
Yesterday, while you were sneaking Fun Size Peanut M&Ms out of the Halloween pumpkin before the trick-or-treaters showed up — maybe that was just me — the EEOC held a public meeting on Steps to Transform Workplace Culture to Prevent Harassment.
The consensus was that employers best accomplish this through a “holistic approach.”
Those are fancy words. But what precisely can you do to address harassment?
I’ve got five big takeaways from the meeting. Continue reading