In “Alice in Wonderland,” the Queen of Hearts once proclaimed, “Why, sometimes I’ve believed as many as six impossible things before breakfast.” This appears to be the rallying cry of many plaintiffs across the country when they file administrative charges and lawsuits. They continue to name individual supervisors and human resources directors as individual defendants…

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Revenge. We’ve all heard the sayings: “Revenge is a dish best served cold.” “Success is the best revenge.” “Beware the fury of a patient man.” “We should forgive our enemies, but not before they are hanged.” In the workplace, employees find plenty of ways to get revenge. They spread unflattering rumors about their enemies. They…

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Signatures of attendance alone are not enough for some employers Employees’ acknowledgments that they’ve attended anti-harassment training should document more than attendance; they should also show that workers understood the training’s contents, some legal experts say. Most employers just get a signature and that’s it. Following the #MeToo movement, we recommend employers consider an acknowledgment…

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When an employee’s religious beliefs conflict with a workplace policy, you need to consider whether a reasonable accommodation can be made, without creating an undue hardship. Many times, these religious accommodations present challenging issues for supervisors and HR professionals, but these five tips can help ease the struggle. Tip #1: Consider each request individually When…

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The Equal Employment Opportunity Commission (EEOC) had a busy year in 2017 and was focused in part on creating programs to prevent workplace harassment and disability discrimination. “The commission believes a concerted effort to promote holistic prevention programs, including training and outreach, will greatly deter future violations,” the agency stated in its latest strategic enforcement…

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