As of August 2020, some (or all) employees in at least eight states and two territories require training and another nine states that have officially recommended harassment training.As we begin looking to 2021 we must consider how the pain and suffering of this year can be used to create policies that will allow our employees to work in an environment free of fear from epidemiological disease and the equally dangerous disease of racism, prejudice, and discrimination in the workplace.
Harassment and Discrimination Based on Sexual Orientation and Transgender Issues Prohibited by Title VII
U.S. Supreme Court now has ruled that federal protection against sex discrimination in the workplace includes discrimation on the basis of sexual orientation and transgender status.
Like everyone in America – even around the world – we at Syntrio have been humbled by recent protests regarding racial injustice and inequality.
An apt expression for the US Department of Justice’s release on June 1 of its (again) updated Evaluation of Corporate Compliance Programs publication.
Employers continue to make improper employment decisions on the basis of race, sex, religion and other protected classes.
With the re-opening comes the need to review the criteria employers use to re-hire or bring back employees to prevent the potential for claims of discriminatory hiring practices.
As employers reopen following the COVID-19 quarantine, an employer faces several challenges to trip up or opportunities or distinguish it from its peers.
Leaders and managers are required to remain resilient and adaptable to support newly remote workforces while managing the challenges of working from home.
The Elephant in the Room: Employees May be Gone During Coronavirus but Harassment and Discrimination Remain
By March 23, 2020, the COVID-19 pandemic had ground the economy nearly to a halt, people were (and still are) terrified.
Syntrio has released its free Virus Prevention video, specifically highlighting how to keep employees safe from COVID-19.