The recent State Board of Accounts audit of Valparaiso Community Schools is very revealing, showing a number of administrative procedural issues must be dealt with.
Who screwed up in Valparaiso?
Occasionally we are asked if an employer can use a lie detector test on its employees. With limited exceptions, the federal Employee Polygraph Protection Act answers "no."
For employers, it is difficult to comply with just one of the employment statutes we often discuss. Just think how difficult it is when the employer must coordinate two or three statutes at the same time.
To prevail on a sex discrimination claim, a female employee must demonstrate that similarly situated men, subject to the same company policy, were treated more favorably.
Same-sex sexual harassment claims are rare. However, this type of harassment can be unlawful. An employer will be held liable if the victim's gender is a contributing factor for the offensive conduct.
In order to maintain a hostile work environment claim, an employee must establish in part that she was subjected to unwelcome conduct due to her protected status (e.g., gender, race, age, etc.) and that the negative conduct was so severe or pervasive that it created a hostile environment.
There was a time when most litigation arose at intersections, when cars, and later attorneys, collided. Now, unfortunately, the workplace is the most fertile place of litigation.
A lawyer. A Business owner. A developer.
Six accomplished business leaders will be inducted into the Northwest Indiana BusINess and Industry Hall of Fame next month.
One fact will not change as we enter 2011: the war on terrorism will continue, and many of the sacrifices will be borne by our employees.
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