 |
PERFORMANCE MANAGEMENT
With an Aging Workforce, a Rising Risk of Discrimination Claims
By Henry Perlowski
Many age discrimination claims are brought against companies that have made legitimate business decisions in which an employee’s age is not a factor. The challenge for companies, then, is creating a structured employment environment that lessens the likelihood and potential severity of discrimination claims.
Workforce Washington
Washington staff writer Mark Schoeff Jr. provides an insider's insights to the workings of our nation's capital from the workforce management perspective.
Featured Blog:
|
|
Section for Layoffs Based on Non-age Factors
The high court makes it more difficult for employers to defend themselves against age discrimination suits, and employers—not plaintiffs—bear the burden of persuading a court that discriminatory employment decisions were based on “reasonable factors other than age.”
|
|
Tools and Resources
|
What happens if the interviewee, be it the complainant, a witness or the accused, turns the table on you, the interviewer, by asking a relatively simple and straightforward question? Don’t allow yourself to appear nervous and unprepared, or worse yet, flustered and confused. Here are five answers to common questions to help you keep your cool.
By taking a few simple precautions, companies can avoid falling prey to wage and hour lawsuits.
|
|
| Research Center Topic Index |
|
Complete archive of features and news articles, assessments, surveys,
worksheets, sample documents and links to additional resources.
Membership registration is required to view
complete article text.
|
|
|
Recent Post
Dress Codes
A member writes: "While it seems within the right of companies to dictate a dress code, at what point does it infringe upon [employees’] freedom of expression and their rights? I would like to make sure I am giving correct and legal advice and while I am conservative, as are some of these managers, that is not the culture of the company."
|
|
|
More Forum Posts
|
Derogatory Message on MySpace
A member writes: "A former employee contacted us, indicating that a current employee posted a derogatory message on their MySpace account. We do not have tracking software to verify if it was during business hours or not. Management wants to terminate, but I'm suggesting a warning first and then termination if it happens again."
|
|
Complimentary Web Seminars
|
|
|
|
|
Special Report
|
A review of the 10 legal decisions of 2007 that will have the greatest impact on the workplace in the coming year and beyond
|
|
|
|
= Member Only
