A $14 million award to a whistle-blower who went straight to the Securities and Exchange Commission (SEC) without first bringing the complaint to the attention of the worker’s employer may be a sign of things to come, according to Steve Pearlman, an attorney who is co-head of the Whistleblowing & Retaliation Group at Proskauer in Chicago.
Posts Tagged Ethics
As Halloween approaches, along with the requisite office party, there’s always the chance someone will show up as a stripper or in a drag costume that mocks the transgender community or in a get-up that insinuates that Muslims are terrorists.
In the middle will be the HR manager, trying to strike a détente between those who find certain Halloween costumes and parties offensive and those who see no harm in dressing up and poking fun—even at things others consider sacred.
HR managers are constrained when workers quit without notice
At many companies, employees are told they must give two weeks’ notice before leaving their job.
But is a notice of any kind required? And if someone walks out the door suddenly—leaving deadlines hanging and colleagues in the lurch—is there anything an HR professional can do?
“Yes, it is legal,” said Eric Meyer, a partner at Philadelphia-based law firm Dilworth Paxson LLP and author of the online law blog “The Employer Handbook.” “Whether or not it is advisable depends on the circumstances.”
SHRM research shows that concerns about favoritism, claims of sexual harassment and retaliation lead some employers to prohibit some workplace romances.
If you’re looking for love in all the wrong places, one of those places could be work.
The heart of workplace diversity lies with enlightened leadership and a genuine commitment to fairness, rather than numbers-counting to meet legal requirements, or even persuading others that it serves as a competitive advantage.
Bob Filner. Arnold Schwarzenegger. Herman Cain. Samuel Kent. Suzanne Barr.
What do these five people have in common? All are (or were) powerful professionals or politicians whose reputations and careers were blemished by allegations that they sexually harassed others.
At a time when companies and government entities are pouring money and manpower into preventing sexual harassment, how can some leaders—despite being smart, educated and worldly—still not get it?
By Jonathan Segal
The term boys’ club refers to the unofficial and often impenetrable group of men—usually white men—in an organization or department who have effective control and power. Being part of or having access to the club is often critical to making the right connections to advance within the organization.
There are a lot of people who cringe at the thought of terminating someone. And when I say terminating – I mean firing. Not a layoff because in most cases, employees don’t have control over a layoff decision. My philosophy is employees play an active role in the decision to get themselves fired.
When an organization sets out to find the best and brightest talent, the collaboration between HR and recruiters is critically important. Unfortunately, friction often exists between the two groups as they attempt to meet numbers and reach goals. This unfortunate dynamic increases the cost per hire and negatively impacts the success of the organization.
Imagine coming to work and receiving, on your desk, a card from your boss that says:
"You’re my everything, all the time, forever, but especially on this Valentine’s Day."
"Tell me your Dreams of us being together forever… and I’ll tell you my dreams about yours coming true. Happy Valentine’s Day!"
"It’s Valentine’s Day… a day of love… the very special day we set aside for wishing things in a very special way."
The background-screening industry is facing greater scrutiny over the accuracy of its reports, according to industry experts. In 2012 some job seekers claimed that inaccurate criminal background checks prevented them from finding employment.
Accuracy of background-check-report information and greater scrutiny of the screening industry are the No. 1 trend for 2013, said attorney and background-check expert Lester Rosen.
Last month, I wrote a blog titled, “A Holiday Tale by a Jewish Guy Who Wears a Chai.” I wanted to address the serious potholes we navigate around the holiday season, but in a fun way.
I dedicated the blog post to my grandparents. I shared how I miss lighting the menorah candles with them.
In response to the post, I had a lot of conversations with clients and other friends about the legal and HR issues raised. But more than that, many shared with me stories about memories of holidays past with their grandparents and others no longer with us.
High-ranking executives and officials have an added burden of being the face of an organization. Most chief diversity and inclusion (D&I) officers understand this challenge and must deal with it in both their professional and personal lives. This responsibility can become a source of controversy when a D&I officer’s actions or personal opinions don’t exactly align with an employer’s policies.
HR has a role to play in establishing an organization’s compliance program and culture, according to workplace law experts. Breaking down cross-functional silos, building credibility by knowing relevant laws and drawing on existing competencies are the strengths and tools HR needs to use.
This is the second most popular post from the first six months of this year and a topic that gets brought up a lot between job seekers and recruiters. Unfortunately, dishonesty can run rampant on both sides. I would love to hear your thoughts.
There’s a veritable goldmine of tips for intern etiquette out there, but on the employer side—not so much. In a perfect world, hiring managers treat interns with the same professionalism, consideration, and respect they use with full-time employees. We at InternMatch, however, know that this isn’t always the case. Plenty of students who use our services are seeking internships to offset less-than-ideal experiences; we spill the beans on their most common complaints.
1. Inflexibility with Scheduling