Policies / Handbooks

Centralized pay & promotion guidance is fine, but leave individual decisions to managers

01/29/2019

You may still face isolated lawsuits alleging discriminatory pay practices by a specific supervisor. However, that’s preferable to a potential class-action lawsuit on behalf of thousands of similarly situated employees across the company.

Reining in Cupid during office hours

01/23/2019

What can you do if you’re hit by cupid’s arrow at work? Follow these rules to avoid a messy situation.

DOL serious about nursing mother protections

12/20/2018

The U.S. Department of Labor has issued one of its first milk-expression break citations on the Trump administration’s watch.

New York City enacts new lactation room requirement

12/18/2018

Effective March 19, 2019, employers with at least four employees must have a lactation policy and lactation room available for employees.

Gifting guidelines to promote holiday harmony

12/12/2018

Holiday gift-giving at work often skids wildly into a ditch of misunderstanding and impropriety. Here are some simple ways to steer clear of gaffes.

Diversity initiatives: Make sure your good intentions are lawful

11/28/2018

While the Supreme Court has never overturned an employer’s voluntary affirmative action policy, lower courts have struck down such policies when they have strayed beyond Title VII and trammeled upon the rights of male and nonminority employees.

Track every harassment complaint, document your efforts to address the problem

11/28/2018

Employers that create a complaint system for reporting harassment and follow through on those complaints with appropriate action earn a defense to most harassment claims.

Posting FMLA notice helps cut off lawsuits

11/14/2018

Employers that post appropriate FMLA notices alerting workers to their FMLA rights—and train managers on the FMLA—generally get the benefit of the two-year deadline.

Beat bias lawsuits by showing you enforce attendance rules fairly and impartially

11/14/2018

Courts like to see employers use fair, business-related reasons for discipline. A neutral no-fault attendance policy, applied evenhandedly to all workers in the same job classification, is very likely to stand up in court.

Stung once by EEOC? Don’t let guard down

10/25/2018

If the EEOC has accused your organization of some form of discrimination, don’t think you can just write a check and move on. Now is the time to take a cold, hard look at all your employment practices and policies.