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The End of Forced Arbitration of Workplace Sexual Assault Claims
Forced arbitration of workplace sexual assault claims is no longer allowed in certain jurisdictions due to a growing recognition of the harm and injustice it causes to employees. The reason is that forced arbitration can be detrimental to employees and can limit their ability to seek justice and hold employers accountable for workplace violations. In […]
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How Proper Timekeeping Practices Can Prevent Wage and Hour Violations
Proper timekeeping practices are critical in preventing wage and hour violations in the workplace. It is important for all employers to follow the guidelines set forth by the Fair Labor Standards Act (FLSA), the federal law that governs wage and hour issues. Here are some best practices for timekeeping that can help you avoid violations: […]
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Why Inclusive Language is Important in the Workplace
Inclusive language is important in the workplace because it helps create a more respectful, engaged, and productive work environment. When done correctly, using inclusive language can also demonstrate an organization’s commitment to diversity and inclusion. Here is an explanation of what inclusive language means, why it helps and how to incorporate it into your workplace […]
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Understanding EEOC Compliance Requirements for Private Employers
The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that prohibit employment discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. Private employers in the United States are subject to certain EEOC compliance requirements, which include but are not limited to posting notices in the workplace, providing […]
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What Should Employers Do When There is an Honest Suspicion of FMLA Abuse?
The FMLA (Family and Medical Leave Act) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period, for specific family or medical reasons. However, these protections are only available if an employee uses FMLA leave “for the intended purpose.” This can be an issue in FMLA retaliation cases […]
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