What Role Should Employers Play About Sexual Harassment in the Workplace
Sexual harassment awareness in the workplace plays a critical role. Sexual harassment in the workplace has long been illegal. Title VII of the Civil Rights Act of1964 classifies sexual harassment as discrimination. The specific definition is “unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment.”
W. Garnett & Associates
Human Capital Management
1-303-658-9342
What Role are you Asking your HR Department to Play?
Employers Misclassification of Independent Contractors
Is that independent contractor truly an independent contractor in the eyes of DOL? To be or not to be independent contractors — that is an enormous question for employers these days. The U.S. Department of Labor has made the misclassification of workers as independent contractors, rather than employees, a key enforcement priority. In its recently released five-year Final Strategic Plan, the DOL states that it will focus resources, enforcement efforts and regulatory activity towards detecting and deterring employers who misclassify “employees” covered by the Fair Labor Standards Act (FLSA) as independent contractors. Independent contractor misclassification is an area employers better become familiar for their own protection.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Study Shows Workplace Harassment on the Rise
Protect the Proper Handling of Employee Discipline or Termination
“It in no way guarantees that you won’t be hit with a frivolous lawsuit, but if you have sound policies and you do your absolute best to follow them, and had a legitimate reason for the discipline or termination, ultimately, you will be in a stronger position than if those things were not there,” says Schwarz. “With the economy, there has been a dramatic increase in the last two to three years in the number of retaliatory discharge claims and wrongful termination claims, and employers need to take steps to protect themselves.”
W. Garnett & Associates
Human Capital Management
1-303-658-9342
How Unemployed Job Applicants are Being Weeded Out
Bob Rose, a supervisory trial attorney for the federal Equal Employment Opportunity Commission, told HuffPost he frequently comes across cases of companies using codewords in employer profiles that indicate to a staffing firm the particular race, gender or age they want in a candidate.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Workplace Retaliation After Reporting Unfair Wages
When employers fail to pay their workers fairly, workers have a legal right to report the unfair practices. Sadly, sometimes bringing attention to an employer’s illegal practices causes the employer to retaliate by punishing or firing the employee. Therefore, many wage and overtime violations go unreported and employees are cheated out of the money they have rightfully earned and are owed.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Brown Palace To Pay $105K Settlement To Single Mom
DENVER — The historic Brown Palace Hotel & Spa has agreed to settle a discrimination lawsuit by paying $105,000 to woman who said she was passed over for promotion because she was a single mother of two young children.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Prevent Termination Headaches – Ten Tips
Ask any HR professional the most difficult aspect of human resources management, and a likely answer will be involuntary terminations. Far too often, what should be a routine termination ends up in litigation, arbitration, or mediation.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
Aligning Human Resource with the Business Unit
The first step to align HR function is in understanding the core business, the study starts from drawing the core value of what the business produce. This includes the operations, finance and strategic functions of a company.
W. Garnett & Associates
Human Capital Management
1-888-884-3910
