HR Compliance

Stories of sexual harassment in industries such as media and tech have captured news attention for the past several months, and for good reason. According to a recent survey conducted by a nonprofit called Stop Street Harassment, 81% of women and 43% of men surveyed noted experiencing some form of sexual harassment during their lifetime. […]

More than half of the United States have legalized either medical or recreational marijuana use, which can strain employers as they try to keep their company policies up to date. Questions run the gamut. Can employers refuse to hire an applicant if they fail a drug test? Must the employer accommodate an employee’s request to […]

If sexual harassment occurs during happy hour, are you still liable as an employer? After all, employees are off-site and on their own time. And you’re not making their drinks! While happy hour – or any after-hours interaction, for that matter – may not look like a work environment, courts may view it as an […]

Sexual harassment in the restaurant industry is prevalent. It occurs between customers and employees, co-workers, and managers and employees. And although those dynamics happen between many people, in each scenario, one person can help reduce the risk harassment poses to your people and your business: the restaurant manager. The manager, in terms of authority, often […]

On May 9, the National Labor Relations Board (NLRB) announced its intention to clarify the joint employer standard by issuing a new rule. John Ring, the chairman of the NLRB, doubled down on June 5, saying the NLRB would take the first step toward issuing that rule – publishing a notice of proposed rulemaking (NPRM) […]

Title VII of the Civil Rights Act and other employment laws mandate that employers create and maintain harassment-free workplaces. This requirement extends beyond the physical workplace and can include employer obligations when employees are dealing with third parties such as customers, clients or vendors. Although employers generally cannot control the actions of non-employees, they still […]

Sexual harassment in the workplace continues to be a hot topic. Employers across the country are reviewing their policies and procedures in order to ensure they are not the target of a large harassment complaint. So far, we have covered sexual harassment policies, anonymous reporting, training recommendations for your workforce and independent contractors, and even […]

With the current cultural emphasis on preventing workplace harassment, many employers are revising and updating their anti-harassment policies. But no matter how good your policy is, it is valuable only to the extent that you communicate it to your employees and provide them with the necessary training and resources to implement it. In 2016, the […]

In October 2017, in light of the #MeToo movement, the HR Break Room podcast devoted an episode to workplace sexual harassment policies. Since that conversation, we continued to receive questions on the subject, not only from our listeners, but Paycom blog readers and webinar attendees. To answer those questions and examine the topic further, HR Break Room […]

According to the Equal Employment Opportunity Commission (EEOC), more than 84,000 workplace discrimination charges were filed in 2017. Because these charges can escalate into costly lawsuits, employers must understand what to do if charges are made against them to avoid unnecessary mistakes that could cost time and money. Here is a look at what happens […]

Employee trust is one of the most important factors in handling sexual harassment complaints. Employees need to trust HR will listen to their concerns and will respond appropriately to reports of sexual harassment. Yet the EEOC notes only about 30% of employees who experienced harassment reported the harassment internally within their company. One way HR […]

Title VII of the Civil Rights Act of 1964 prohibits harassment in the workplace. All workers – no matter their classification – should be aware of  and comply with your organization’s harassment policies. Employers may be liable for harassment by its independent contractors, if they knew – or should have known – about the incident […]