Investigating complaints of inappropriate workplace conduct is a difficult challenge for any number of reasons. But conducting an immediate and thorough investigation is critical to both preventing lawsuits and to avoiding liability should a lawsuit arise. Human-resource professionals often ask for tips in handling this challenge. Here are three.
First, don’t be shy. An investigation of workplace harassment is not the time to be timid. Ask the tough questions and be direct. Don’t mince words or dance around the questions. Consider writing out the questions that you need answers to and actually check them off your list. If you don’t ask a straight question, you’ll never get a straight answer. Continue reading
By as early as 2010, the Baby Boomers will leave the workforce en masse. As the “reliable” generation heads towards retirement, employers will be faced with a substantial need for new recruits. And those employers who have the foresight to plan ahead know that recruiting starts now. Otherwise, there will be nothing but college grads and retirees. To prevent the “brain drain,” the need for mid-level managers must be factored into hiring and recruiting decisions now. 
to settle a claim of disparate impact arising from what the DOL concluded to be systematic discrimination against non-Hispanic job applicants. 
Maternal Profiling (a subset of Family Responsibilities Discrimination, “FRD”), is employment discrimination against a woman who has, or will have, children. Firing a newly pregnant employee. Interview questions designed to elicit details about child-care arrangements. Just in time for Mother’s Day, here are some key points for employers about this type of workplace discrimination. 