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

Workplace Investigations: $300,000 in Sanctions Highlights Risks of Using Employer’s Regular Counsel

Most employers and their regular counsel and HR managers are by now well aware of an employer’s legal duty to promptly, thoroughly and impartially investigate any complaint of perceived discrimination, harassment, or retaliation.  They also generally understand that an employer … Continue reading

Social Media is Leveling Public Relations Playing Field for Disgruntled Employees

Facebook, blogs, Twitter, on-line petitions – Social media is leveling the public relations playing field.  Gone are the days when big business controlled the media.  Today, a disgruntled employee can fight back using social media.  Using these new tools, former … Continue reading

Seven Tips for Selecting an Investigator to Conduct A Fair, Unbiased and Professional Workplace Investigation

I spoke this week at the HR Star Conference here in Atlanta and at the conference had a great discussion with some HR professionals on the importance of conducting fair, unbiased and professional workplace investigations.  One of the HR managers … Continue reading

Employer’s “Shockingly Thin” Investigation into Anonymous Harassment = $3.5 Million in Punitive Damages

The recent reinstatement of a $3.5 million award of punitive damages by the United States Court of Appeals for the Seventh Circuit highlighted the importance of responding promptly, thoroughly and fairly to employee complaints of harassment, even where the harassers … 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