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Discrimination / Harassment

Workplace romance gone bad? Don’t hesitate to terminate if you perceive danger

12/01/2012
Not every romance ends happily ever after with a storybook wedding. But with the passage of time, most breakups don’t leave a lingering mess. That’s not necessarily true of workplace romances gone sour, where the former love birds may remain in regular contact with each other.

Go ahead and trim the tree–while keeping your party liability-free

12/01/2012

The holiday spirit is spreading! A new survey shows that more than 83% of employers are planning year-end holiday parties this year, up from 68% in 2011. But for us worrywarts in HR, all that good cheer means more fretting about alcohol-fueled liability. Here are 12 tips for making spirits bright without having to call a lawyer — plus a rundown of the 10 worst workplace party fouls.

Winston-Salem DQ not so sweet to teenage worker

11/30/2012
YS & J Enterprises Inc., operator of the Dairy Queen at the Hanes Mall in Winston-Salem, will pay $17,500 to a former employee who was fired after she complained about sexual harassment by a male co-worker.

EEOC bias complaints near record high in 2012

11/30/2012
U.S. employees filed 99,412 charges of job discrimination with the EEOC in fiscal year 2012, which ended Sept. 30. That’s just 535 fewer than were filed in 2011, when the commission handled the most bias complaints in its 47-year history.

Employee is own lawyer? NC law on your side

11/30/2012
North Carolina’s employment and discrimination laws would appear to give em­­ployees many ways to sue their employers. Fortunately, each has specific requirements, which means employees who act as their own lawyers will have a hard time using them to sue you.

Track all discipline just in case employee sues

11/29/2012
Not every terminated employee sues, but that doesn’t mean you shouldn’t be prepared. If you fire someone for breaking a rule, note which one.

Discovered unsuspected wrongdoing? Fire away!

11/29/2012
Sometimes, internal investigations pull back the curtain on performance problems that have nothing to do with the original inquiry. Even if it turns out that the initial reason for the investigation was unfounded, you don’t have to ignore other issues you may uncover.

Supremes hear arguments: For Title VII, who’s a supervisor?

11/27/2012
No matter which way the Court rules in Vance v. Ball State, it will have a major impact on Title VII litigation. The floodgates could spring open, inviting more employee lawsuits. But a decision in Ball State’s favor would be a huge win for employers.

Supreme Court: Vance case revisits supervisor liability under Title VII

11/26/2012
The Supreme Court tackles a contentious issue: When it comes to harassment and discrimination, just what does “supervisor” mean? Regardless of how the Court rules, employers must ensure that their policies and practices are consistent with Title VII.

EEOC: 2012 job bias complaints remained near record high

11/20/2012

America’s economic struggles continued to fuel the job discrimination fire in 2012. Employees filed 99,412 charges of job discrimination with the EEOC in fiscal year 2012, only slightly fewer than in 2011. Get the latest stats and learn 10 steps for responding to an EEOC complaint.