Does Your Professional Conduct, Respectful Communications, or Civility Policy Violate the NLRA?

An employer maintained two policies regarding workplace conduct. One was “How we communicate: Partners are expected to communicate with other partners and customers in a professional and respectful manner at all times.” The other was, “Commitment to a respectful workplace: We treat each other with dignity and respect and connect with transparency.” Sounds pretty straightforward, yes? Not so, said the NLRB.

When Worlds Collide:

Accommodating Religion, Gender Identity & Other Competing Interests

The U.S. EEOC recently published Guidance that reads, in part, “Special considerations when balancing anti-harassment and accommodation obligations with respect to religious expression ...while an employer may need to provide a religious accommodation that disrupts [c]omplete harmony in the workplace, the employer should take corrective action to address religious expression that creates, or threatens to create, a hostile work environment, or otherwise would result in undue hardship.”

To Tell or Not to Tell - Rule on Applicants' Duty to Request Reasonable Accommodation

From time to time, I hear employers', managers', and HR professionals’ frustration when they learn a new employee failed to disclose in an interview that the employee needs a reasonable accommodation. So, what's the rule? When does an applicant have an obligation to disclose the need for a reasonable accommodation...and for what?

Got Government Contracts?

Covered federal contractors and subcontractors must use the OFCCP's Contractor Portal to certify, on an annual basis, whether they have developed and maintained an Affirmative Action Plan (AAP) for each establishment and/or functional/business unit, as applicable. The deadline is July 1, 2024.