The Equal Opportunity Employment Commission (EEOC) released enforcement and litigation data for the 2017 fiscal year. The 84,254 workplace discrimination charges listed on the report led to 184 lawsuits against employers and $398 million in settlements.
The days of consistent employment, complete with salaries and benefits, may be fading. The reality of today’s job market is shifting away from traditional job opportunities toward temporary contract work. While this change can offer workers more autonomy within their careers, it doesn’t come without drawbacks.
Sexual harassment has been a part of the national conversation for months now. As an employer, you’ve probably given quite a bit of thought as to how you can prevent sexual harassment in your workplace.
The National Women's Law Center reported that at least one-fourth of working women have been exposed to some form of sexual harassment in the workplace. Unfortunately 70 to 90% of these women never speak up. Often victims are afraid of losing their jobs, they may feel shame or embarrassment over what they went through or think their story will not be believed.
Managing employees can be one of the most challenging -- and important -- elements of running a business. This can be particularly true in situations involving complaints of workplace harassment or discrimination.
Bullying does not stop in grade school. It can continue into adulthood, found in office environments and businesses. Bullying looks a little different as an adult, but it still makes the victim feel disrespected. A surprisingly high amount of American workers feel bullied on the job. According to a USA Today article, 29 percent of employees say they have been bullied by coworkers or bosses.
While it may be impossible to completely prevent lawsuits, there are steps you can take to mitigate the chances of employee litigation. It is in your best interest to have an attorney help you with each of these steps to ensure they are completed efficiently and effectively.
There is often confusion surrounding overtime laws in New York. And recent changes to the wage law leave many wondering about overtime eligibility.
Your supervisor at work may be a sexist jerk, but is he breaking the law?
Sam, a purchasing manager, worked late on Tuesday--well past his usual departure time of 4:30. When his wife called at 8 o'clock, he finally called it a night and went home. The next day, Sam again worked late and by the end of the week he had put in a ten extra hours.