RSSBusiness Law With James Jorgensen
It is essential employers prohibit the use of biased slang or slurs in the workplace. This is true whether the discriminating words relate to age, race, religion, gender, natural origin, disability or any other protected class.
Employers make numerous decisions relating to employees: hiring, promotion, termination, etc. At least the hiring and promotion decisions require the employer to choose between two or more applicants/candidates.
We have noted several times it is of great importance to employers to completely and accurately document performance problems. The consequence of not doing so was apparent in a recent case.
Indiana is in the minority of states which, on a limited basis, permits employees to carry firearms to work.
In prior articles, we have noted that when an employee raises a discrimination claim (age, race, national origin, etc.), the employer can defend itself by establishing a legitimate non-discriminatory reason for the decision. When this occurs,…
Employers face two potentially inconsistent requirements. First, they are mandated to consider each employment decision by doing an individualized assessment of each individual, considering the facts which are unique to that person.
Most college students are off for the summer. Some can work, perhaps in the work segments they hope to enter. Others may seek summer internship, a program which may be attractive to employers.
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