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.
Compliance and ethical (mis)conduct are often a cause and effect relationship. A similar pattern can be seen withpandemic and frauds.
Like everyone in America – even around the world – we at Syntrio have been humbled by recent protests regarding racial injustice and inequality.
The federal government and each state is providing guidance about how businesses and consumers can re-enter public life more safely, given that any level of interactions can still create some risk of transmitting the COVID-19 virus.
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.
Leaders and managers are required to remain resilient and adaptable to support newly remote workforces while managing the challenges of working from home.
