?When Emma Gordon was working as an intern, she was on medication for an illness she was experiencing at the time. The medication caused a notable weight gain. “Several of my superiors... Read more »
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal... Read more »
?More employees are struggling with mental health conditions, and as a result, employers are fielding more requests for accommodations and dealing with increased absenteeism. Pandemic-related stress at work and at home was... Read more »
?The U.S. Equal Employment Opportunity Commission (EEOC) thus far has not added a box on the EEO-1 form to designate the gender of employees who are nonbinary. Employers unaware of the option... Read more »
?Editor’s Note: SHRM has partnered with Harvard Business Review to bring you relevant articles on key HR topics and strategies. Your best employee knocks on your door and hands you their resignation letter. What’s... Read more »
?Under both the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), an employee is required to provide at least 30 days’ notice of the need for leave... Read more »
?Takeaway: To take advantage of the Faragher/Ellerth affirmative defense against sexual harassment, an employer must prove both that it acted reasonably to prevent and correct sexual harassment and that the employee unreasonably failed to act by not using... Read more »
?Procedural deviations during a hospital employee’s suspension and disciplinary hearing, including the lack of progressive discipline required by a collective bargaining agreement, could support an inference of retaliatory motivation related to her... Read more »
?Takeaway: A company can potentially avoid being subject to federal employment laws by having contractors supply staff for events. However, the company should avoid dictating contractor staffing decisions or else the company... Read more »
?Takeaway: This case presents additional considerations for employers in assessing and addressing claims of harassment. Even if a report of harassment is made after-the-fact and the harassment is not ongoing, employers should still... Read more »
