Blogging is very popular as a means for employees to express their content or discontent with their employers. Potential problems for businesses include the possibility of disclosure of the company's fade secrets. Employers should develop policies for employee blogs that protect the interests of the business. Employees should know that whatever they put on the internet will always remain on the internet.
Sexual harassment is a violation of Title VII and is considered sexual discrimination. Unwelcome sexual advances in return for job promotions and verbal or physical conduct of sexual nature that creates intimidation/fear is considered sexual harassment. This causes a hostile work environment that is extremely harmful to employees personal well being. Alerting human resource of this problem would be a good first step in dealing with this situation.
Resume fraud is something not to joke around with. Misrepresentations contained in a resume are termed resume fraud or credentials fraud. The untruths can relate to the college attended, salary history, and virtually any other factor contained in a resume. The Internet expands the opportunities for resume fraud because it provides easy access to fake degrees, and even fill in the blank transcript templates.
Unions are organizations of workers whose mission includes negotiating for higher wages, better benefits, greater job stability, and safer workplaces. These goals are achieved in significant part by collective bargaining. The process whereby representatives of the union negotiate with reps of management on terms of employment such as hours, wages, etc. The resulting contract between workers and management is called a collective bargaining agreement.
Reinstatement policies for employees returning to work after giving birth must be the same as for employees returning to work after absences due to other temporary disabilities. The EEOC has declared that an employer cannot prohibit an employee from returning to work during a specified length of time after childbirth. Individualized determinations of the time needed for recovery should be made. This will be in the same manner adopted for other disabilities.
Employers are allowed to discriminate against new employees when it pertains to drugs. Employers have to legal right to require new employees to do drug tests. The ADA does not protect against illegal drug use. If an applicant had a previous drug problem, but sought help they cannot be discriminated against.
Glass ceiling refers to artificial barriers that have held women and minorities back from promotion to management positions in business.To address the underrepresentation, the CRA of 1991 established a Glass Ceiling Commission to study in which businesses fill management positions.It concluded that barriers exist for women and minorities at the highest levels of business.It found that white males hold the majority of all senior management positions at the level of vice president or higher.
Title VII outlaws discrimination in employment on the basis of gender. An employer cannot refuse to grant women or men a benefit of employment based on their gender. For example, paying men more than women for the same job responsibilities, based only on gender, constitutes illegal discrimination. Hiring one gender for a particular job constitutes discrimination. A restaurant cannot only hire male servers.
Some claims of hostile work environment can be rejected by the court because they simply do not meet the definition. In one example that the court rejected a claim by a Muslim based on two comments; one was a dinner invitation to get pork, when the invitee knew Muslims did not eat pork. The other was a reference to sexual prowess. The court said teasing comments will not amount to discriminatory charges in the terms and conditions of employment.
To help ensure that employers do not discriminate against protected classes in the hiring process, the law bans employers from asking certain questions at employment interviews. Questions relating to the job the candidate is seeking is fine. Questions seeking information relating to a candidates potential membership in a protected class is prohibited. Some other prohibited questions are race, nationality, native language, citizenship, age, and etc.