Millennials Increasingly Using Social Media to Challenge Harassment and Discrimination

Fifty-five percent of millennials — today’s 80 million-strong generation of 18 to 34 year olds — say a prospective employer’s online reputation matters as much as the job it offers, according to a survey by Spherion Staffing. As someone who wrote her … Continue reading

GitHub Employee Takes to Social Media After Internal Complaint of Harassment and Sexism Not Addressed Satisfactorily

Eighty-four percent of employees who report a compliance concern outside their company first reported the concern internally.  It was only after the employer failed to address the concern satisfactorily that the employee reported the concern to a third-party outside the … Continue reading

EEOC’s Conciliation Efforts Shortchanges 5,000+ Employee Claims Annually

After the EEOC investigates claims of civil rights violations in the workplace, it either finds “reasonable cause” that illegal conduct has occurred or not.  For those reasonable cause findings, the EEOC is legally required to engage in efforts to conciliate … Continue reading

Workplace Investigations – Why Your Rolodex Should Include a Professional Workplace Investigator

While fact-finding investigations have long been a feature of good employer decision-making and dispute resolution, the importance of conducting and documenting prompt, thorough and objective investigations has increased over the past decade. This change is due, in part, to two … Continue reading

Choice of Forum Critical in the Gender Bias Class Action Filed Against Greenberg Traurig

On Monday, Greenberg Traurig, LLP and one of its former shareholders, Francine Friedman Griesing, drew their respective lines in the sand.  Greenberg’s line was in the form of a Petition to Compel Arbitration filed in the United States District Court for … Continue reading

$3.5 Million Lesson: Workplace Procedural Fairness is Important

The $3.5 million jury verdict last week in favor of a former lifeguard at a swimming pool in Washington D.C. is a striking example of why organizations need to consider procedural fairness in how they respond to complaints in the … Continue reading