The Cultural Iceberg is an analogy for understanding the smaller superficial superficial aspects of one's culture that are observable in a manner that honors the less observable massive underpinnings of that same culture.
Most working Americans are influenced by mental heath matters in the workplace in one way or another. Employers who are educated regarding the common effects and consequences of a workplace comprised of individuals with a variety and spectrum of mental health conditions are better prepared to react to the dynamics of this reality.
It is important of professionals to occasionally remind themselves of the basic tenants that Title VII prohibits. This article explains the fundamental principles of Title VII of the Civil Rights Act of 1964.
Each state has its own non-discrimination laws; however, every state and every employer is required to adhere to the federal anti-discrimination laws. A general understanding of these federal laws is key to maintaining a healthy and compliant workplace environment.
Defamation allegations are incredibly expensive for employers. This article describes the elements of various defamation allegations and some suggestions for preventing future claims and resolving current charges.
Identifying discrimination is tricky. Neither courts, nor agencies, nor the law require that employees use the word "discrimination" when reporting their concerns. Consequently, employers must be sophisticated in identifying workplace discrimination. This article tells you how to make that identification.
Interviewing an accused individual can be an extremely uncomfortable undertaking. The interpersonal and factual dynamics that occur during an accused interview are fairly difficult to navigate in some circumstances. This article discusses the very basic foundations of an accused interview that will allow an investigation to prepare for a potentially uncomfortable and legally precarious task.
The background and elements of a collective bargain are discussed in this article. Additionally, laws and protocols covering collective bargaining agreements are explained. Lastly, this article provides comments on the way collective bargaining affects workplace investigations.
Employee handbooks are one of the first things investigators and attorneys will request when there is a problem in the workplace. By having a handbook that is up to date and appropriate, employers often avoid workplace troubles because managers and employees can all rely on the good standards the handbook establish.
Communication policies that omit texts do a workplace a disservice. Those policies should be carefully drafted and should also particularly call out how communications with parties involved in a workplace investigation are expected to communicate with each other.