• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Employment Law

Complaint policy ignored? You face punitive damages

01/08/2010

Warning! If you have a robust discrimination policy, but don’t follow it, you may face punitive damages under the New Jersey Law Against Discrimination. That law authorizes courts to punish employers financially for conduct that is “especially egregious.”

When discipline differs, be ready to explain why

01/08/2010

Employees often sue for discrimination when they suffer harsher discipline than co-workers did. You can counter those bias claims by having clear records that show how you decided on the specific discipline each employee received. Explain why the punishments were different.

Set job application rules, apply them equally

01/07/2010

Employers are free to create reasonable rules for submitting job applications and make potential employees follow those rules. As long as your rules aren’t enforced in a way that favors one group of applicants over others, courts will let you reject an applicant for failing to follow those rules.

Workplace strife? Transfer is fair solution

01/07/2010

When people have a history of conflict, it makes sense to ensure they don’t have to interact with one another. How you go about separating them may mean the difference between staying out of court or losing a costly successful retaliation or discrimination lawsuit.

Are employee texts private? Supreme Court to decide

01/07/2010

The U.S. Supreme Court agreed late last year to rule for the first time on whether employees have a right to privacy when sending text messages on cell phones and electronic devices supplied by their employers. The case involves several California police officers who were disciplined for sexually explicit texts.

Sometimes, you have to trust a jury to make the right decision

01/07/2010

Most employers have severe cases of “juryphobia.” They assume that a jury will automatically side with an employee and award hundreds of thousands of dollars to right an alleged wrong. If you and your attorneys are convinced you didn’t do anything wrong, it may be best to trust a jury to hear the case and come to the same conclusion. That’s what one employer recently did.

Retaliation case doesn’t have to rely on specific bias claim

01/07/2010

Employers can’t retaliate against employees for engaging in so-called protected activities. But figuring out what is protected can be hard. Your best bet: Assume any complaint is protected.

EEOC filing isn’t last word; lawsuit can add claims

01/07/2010

You may think an employee who sues for discrimination after filing an EEOC complaint can include only so much in the ensuing lawsuit. That’s not necessarily true.

Keep your workplace drug-free without creating liability

01/07/2010

When drug abuse isn’t an obvious problem in the workplace, it’s easy for employers to develop a cavalier attitude about it. That’s not smart. It’s in your best interest to detect employee drug abuse early and root it out immediately. But that’s easier said than done. Keeping your workplace drug-free means knowing how to spot the problem and effectively respond to it—without violating employees’ legal rights and creating legal liability.

Dallas utility in hot water over alleged race bias

01/07/2010

Thirteen employees recently filed a federal civil rights lawsuit against the city of Dallas, claiming they were the victims of racial discrimination while working for Dallas Water Utilities. In addition to claiming that they endured racial slurs and degrading drawings, the workers say they were passed over for promotions in favor of less qualified white workers.