Unfortunately, employee theft is a reality business owners in Colorado have to confront. There are measures employers can take to prevent theft, but any attempt to keep retail or company property where it belongs should be in compliance with current state and federal laws. Maybe a solid security system with cameras can reduce the risk, or a bag check policy might be implemented. In any case, business owners may want to check with their attorneys before instituting a policy.
There are many state and federal laws in place that are aimed at protecting both employers and employees in the workplace. Whether they protect a company's trade secrets or an employee's time to take a medical leave, these laws can be very important to understand. This can be a challenge for many people in Colorado and nationwide, however, as employment laws can be complex and they change periodically.
Employers are required to comply with many state and federal regulations when it comes to certain employment practices. It can be confusing and overwhelming for people to fully understand all the requirements when it comes to hiring and firing employees and designing acceptable policies for operations. If an employer fails to comply with employment laws, he or she can face some serious consequences.
Business owners in Colorado are likely aware of how important it can be to protect certain elements of a business. The reputation and success of a company can be significantly damaged if an employee unlawfully distributes trade secrets or releases statements that disparage managers, bosses and even other co-workers. Unfortunately, it is easier than ever for people to disseminate these viewpoints and pieces of information online and on various social media sites.
In Colorado, as elsewhere, discrimination in the workplace is against the law. However, simply because an employee claims that they have been the victim of discrimination does not make it true.
With so many of our armed forces veterans returning home from active duty we found this recent article discussing the seven signs of employment discrimination against veterans rather timely. In the spirit of helping Denver-area employers remain compliant here are seven of the most commonly seen signs of workplace discrimination against veterans as well as the laws that protect them.
A southern hospital is drawing attention for its policies against hiring employees who have a body mass index of 35 or higher. After the story was brought to the attention of a local news program, one reporter decided to look into the matter of whether it was legal to discriminate against employees based on their weight. According to a recent Yale University study, workplace discrimination against overweight employees, especially female workers, is as common as discrimination based on race.
More than 250 minority applicants of Leprino Foods Inc. will receive part of a $550,000 settlement agreement between the Denver-based company and the United States Department of Labor. The DOL accused the company of systematic discriminatory hiring practices when it rejected 253 minority applicants. The agreement settles the DOL's allegations that the use of "WorkKeys," a pre-employment screening test, was discriminatory.
Since the United States Supreme Court upheld the health care reform legislation signed by President Obama, many Denver employers might be wondering just what exactly does this ruling mean to their business. First and foremost, many of the issues affecting employers will not go into effect until 2014, so employers have anywhere from 18 to 24 months to get prepared.
This week's post is a continuation from last week on the EEOC's latest guidance document outlining when employers should request arrest records from employees and applicants, and how employers should use criminal background checks in their employment and hiring practices. Some surveys have shown that nine out of 10 employers are in the practice of subjecting all or some of their employment applicants to a criminal background check.
Once an employee files an internal or EEOC claim of discrimination he or she may worry about retaliation from his or her employer. And, once a claim of employment discrimination is filed, every action taken by a supervisor or human resources personnel will be closely reviewed so it is important for employers to be aware of this while still being able to enforce the rules of conduct they expect each of their employees to follow.
A class action lawsuit has been filed that accuses a national pizza chain of violating the Fair Credit Reporting Act by running background checks on employees without obtaining the necessary authorization to do so, and not sharing those reports with employees or applicants. The suit also alleges that the company took adverse action against employees and applicants, including denial of employment and wrongful terminations.
The Americans with Disabilities Act was first passed in 1990 and the Department of Justice recently revised some of its standards, which went into effect last week. The Department of Justice's new revisions require businesses of both existing and newly constructed facilities to comply with these new standards.
It's no secret that the recession has been hard on Colorado businesses. Many have had to lay off workers, and even more have had to delay hiring until the economy improves. As a result, many Colorado workers have found it hard to find jobs.
Non-discrimination training is a crucial part of any business operation. Even when the business's leaders are committed to fairness, certain employees' discriminatory behavior can lead to costly employment law disputes.
Justly or unjustly, many Colorado businesses have been accused of wrongfully terminating employees for any number of reasons. Facing this kind of suit is perhaps the worst nightmare for many employers, as allegations of employment discrimination and wrongful termination are often perpetuated in the press without sharing both sides of the story. That can lead to damage to a company's reputation, even in cases in which the heads of a company believed they were acting in good faith.
There may be times when the facts surrounding a wrongful termination case can be fairly cut and dry. Then, there are those times when a "he said, she said" case comes along. This type of wrongful termination case can be virtually impossible to prove, one way or the other, without witnesses to the alleged behavior. Such was the case in Colorado when a former employee of the Trinidad Ambulance District filed a civil suit against the district, its director and a paramedic for alleged sexual harassment and racial discrimination. The complaint was filed on Oct. 20 in the Las Animas County District Court.
The U.S. Equal Opportunity Commission is suing American Samoa, a United States territory, over alleged age discrimination. Although the location may be exotic, the basis for the claim is not; it is a fact that age discrimination claims flourish in Colorado and across the country, meaning employers must always be prepared for the possibility of needing to meet these claims.
Running a business can often be challenging. Employers must weigh each decision against their duty to protect the reputation of the institution. Terminating an employee can be a hard decision to make, but often a necessary one in order for the institution to survive. Many other employees and customers depend on it. However, this can turn into a very stressful situation when employees file wrongful termination lawsuits. A Colorado school had this exact experience recently.