Employment Law Blog

News, trends and analysis in employment law and HR

Showing posts for: Harassment & Discrimination

Photo of Jackie Marks
May 25 2018
Q&AHarassment & DiscriminationLeave Laws  

Q&A: Leave is last resort for pregnant worker with lifting restrictions

Question: We have a pregnant employee who just notified us she has lifting restrictions for the remainder of her pregnancy. Her current position requires consistently lifting 40 pounds, but she says she can’t lift more than 10 pounds. Can we put her on leave for the rest of her pregnancy?

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Photo of Kandis Sells
May 15 2018
Harassment & DiscriminationPrivacy & Confidentiality  

New Washington laws limit harassment nondisclosure agreements

Washington Governor Jay Inslee has signed two new laws intended to encourage public disclosure and discussion of sexual harassment in the workplace. Both of these laws take effect on June 7, 2018. #1: Substitute Senate Bill 6313 Substitute Senate Bill 6313 makes an employment agreement void and unenforceable if it requires an…

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Photo of Sean Brown
May 09 2018
Harassment & DiscriminationHiring  

Washington Governor signs statewide “ban the box” law

Washington’s new “ban the box” law, which takes effect June 7, 2018, prohibits private employers from asking about criminal history before deciding whether an applicant meets the basic criteria for the position. It also prohibits job ads that automatically exclude people with criminal histories from applying (e.g., by saying “no felons” or “no criminal…

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Photo of Karen Davis
Apr 11 2018
Affirmative ActionHarassment & DiscriminationHiring  

Federal contractors settle with OFCCP

The Office of Federal Contract Compliance Programs (OFCCP) has posted more settlements online, after employers with federal contracts agreed to settle allegations of discrimination in pay and hiring. The OFCCP had conducted affirmative action audits of the contractors. The companies below denied the agency’s allegations but eventually agreed to pay significant sums…

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Photo of Kara Craig
Mar 29 2018
Q&AHarassment & Discrimination  

Q&A: Is your company at risk for workplace harassment?

Question: We have an anti-harassment policy and complaint process in our employee handbook. We also conduct annual training for employees. What else should we be doing to prevent workplace harassment?

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Photo of Kara Craig
Mar 26 2018
Harassment & DiscriminationTermination & Resignation  

Q&A: Layoff of only older workers raises concerns

We just lost one of our biggest customers and have decided we need to lay off several employees from multiple departments. It turns out that all of the selected employees are over 40. Do we face potential liability?

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Photo of Kara Craig
Mar 09 2018
Harassment & DiscriminationLabor Relations  

NLRB attorney recommends dismissing Google engineer’s complaint

The National Labor Relations Board should dismiss a Google software engineer’s complaint that he was illegally fired for circulating an anti-diversity memo, according to an official opinion from a staff attorney in the Division of Advice for the Board’s Office of the General Counsel. You may recall that in August 2017, the media was…

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Photo of Sean Brown
Jan 17 2018
Q&AHarassment & DiscriminationHiring  

Q&A: Can past lawsuits be a factor in hiring decisions?

Question: We just received an application from a candidate who’s clearly qualified, but we know he sued his last employer for discrimination and we’d rather not hire someone who goes around suing people. Can we get in trouble for rejecting him?

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Photo of Sean Brown
Dec 15 2017
Q&AHarassment & Discrimination  

Q&A: Discrimination – yes, it’s still happening, and employers must take it seriously

The Question: One of our employees is saying his coworkers are using very obscene racial slurs in casual conversation. We trust our supervisors and they’ve said they can’t imagine this is actually happening. What should we do?

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Nov 28 2017
Q&AHarassment & Discrimination

Q&A: When does “creepy” cross the line into sexual harassment?

The Question: A manager told me that two female employees raised concerns about a male employee who was being “creepy”; they said he stood too close to them and made them feel uncomfortable. The manager asked them to report it to HR, but they haven’t come to see me. It doesn’t seem like I have enough to launch a formal investigation. What can I do in this situation?

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