Yesterday , we looked at 3 common EEO investigation errors, courtesy of attorney Jonathan Segal. Today, the final 3 on his list — plus an introduction to an important webinar later this week, specifically for California employers, on the rapidly approaching EEO-1 filing deadline. Segal, a sought...

With EEO investigations, says attorney Jonathan Segal, someone's going to be unhappy regardless of what you do. Either you didn't investigate hard enough, or you investigated too hard. Here are 6 common investigation errors that Segal sees all too often. When it comes to EEO investigations, attorney...

The California Department of Rehabilitation is hosting two business summits later this month - one in Sacramento, and the other in Los Angeles. The events are free and are designed to help small businesses improve their compliance with the federal Americans with Disabilities Act and related state laws...

Yesterday , we looked at some of the considerations and definitions involved in managing a workforce that encompasses transgender employees. Today, some tips for promoting tolerance and respect, as well as how to deal with the practical issue of restrooms and dressing rooms. Promoting Tolerance and Respect...

There's little argument that today's workplaces don't look much like those of generations past. Today there is greater racial, ethnic, and gender diversity at work than ever before. Openly gay and lesbian employees are becoming a normal part of the workforce. And there is a heightened cultural...

Yesterday , we looked at the top 5 of a "hit parade" you want no part of: The most common reasons employers get sued. Today, we run down the rest of the list. Here are numbers 6-10 on the list of attorney Peter Janus, a partner with Siegel, O'Conner, Zangari, O'Donnell & Beck (for...

Yesterday , we looked at some of the main federal posting requirements for employers. Today, we'll look at what the state requires and also explain a time-saving new resource. Because you're in California, your duties don't end with the federal posting requirements. Here are the postings...

You know that you have to post various notices that explain to your employees their rights under various laws. But merely posting isn't enough. First of all, required notices must be posted prominently and conspicuously where they can be readily seen by both employees and applicants for employment...

You're not required to accommodate employees if doing so would create an "undue hardship." But what does that mean, exactly? Neither Title VII nor FEHA requires you to provide an accommodation (on the grounds of religion, disability, or other protected factors) if it would be an "undue...

In yesterday's Daily, we covered the first six of attorney Barbara Meister Cummins' Top 10 ways managers beg employees to sue. Today, quotes seven through ten, plus we'll introduce a unique guide for the tricky maze of California leave laws. Cummins, principal of the Law Offices of Barbara...

Whether it's harassment of discrimination, HR investigations are tricky at best, but attorney Jonathan Segal says that there are six common investigation mistakes that cause the bulk of the problems. Segal, a sought-after speaker on HR legal topics, is a partner in the Philadelphia office of law...

In yesterday's Daily , we offered Sacramento attorney Jennifer Brown Shaw's suggestions for—and warnings about—internal investigations. Today, Shaw's 10 steps required for a good investigation, and an introduction to a unique checklist-based audit program. Shaw is a partner in...

In yesterday's Daily , Whitney Warner shared secrets of winning lawsuits against employers. Today, more of her tips, and the indispensable guide that's designed to keep her and her ilk at bay. Warner is a partner with Moody & Warner, P.C., in Albuquerque, New Mexico. Her remarks came at the...

"When a case begins," says plaintiff's lawyer Whitney Warner, "I wonder if the employer will do something dumb and fall into my hands. And they usually do make my day." Warner is a partner with Moody & Warner, P.C., in Albuquerque, New Mexico. Her tips for fending off lawsuits...

Four men and a woman are at an out-of-town sales meeting. The men decide to go to a strip club, but because they don't want to be guilty of harassment, they don't invite the woman. "And they are right, there is no harassment, but there is discrimination," says Attorney Jonathan Segal...

What about supervisors asking subordinates for dates? "It's not recommended; in fact, it's the most dangerous action in the workplace," says attorney Jonathan Segal. Segal's remarks came as part of his "Harassment Quiz" at a recent SHRM Annual Convention and Exposition...

We aren't subject to an affirmative action plan, but I'm concerned that our workforce isn't very diverse and that we may be losing good employees as a result. What are our legal obligations with diversity, and how can we address diversity at our company? — Abby B., HR Manager in Bakersfield...

We are trying to get ready for our EEO-1 reporting for September 2007, when the new form with the new breakdown of race and ethnicity comes into play. I have two questions: 1. Do we have to resurvey our employee population for this? How would we go about getting them to self-identify? And if they don't...

Our management wants me to implement some diversity training. I've talked to a number of vendors and colleagues. Some advocate a "touchy-feely" program that encourages participants to "open up" and honestly share their feelings. Frankly, I'm a little concerned about where...

For the first time in four decades, the U.S. Equal Employment Opportunity Commission (EEOC) has made big changes to the EEO-1 Report, which provides the government with workforce profiles by ethnicity, race, and gender, divided into job categories. According to the EEOC, the new format "recognizes...