Human Resource Blog

You are not required by law to provide training in how to avoid sexual harassment, but it is a best practice in the HR field and a smart thing to do. The EEOC or Equal Employment Opportunity Commission enforces laws against discrimination, including discrimination based on sex and sexual harassment. An employer who has a policy in place to prevent sexual harassment can often mount an affirmative defense against charges that they have violated the law. In other words, the employer can say that an individual employee, and not the company as a whole, was at fault. The most expensive lawsuits occur when an employer appears to tacitly condone sexual harassment or discrimination by having no policy against it, or training, in place. So an effective anti-discrimination policy can potentially save the company millions of dollars in settlements and lawsuits — and we are not exaggerating.

An effective policy to prevent sexual harassment and discrimination of all types would include:
Developing a company policy against discrimination and sexual harassment and a system to address any complaints
Posting notices or otherwise advising all employees — not just supervisors –of the policy and the complaint process
Conducting anti-discrimination training for all supervisors or even all employees
Responding quickly and appropriately when there is a complaint

Many companies with several locations also establish a toll-free number for employees to report problems, including discrimination.

Yes — you can agree to be demoted, or you can look for another job. Or, you can do both, which is what we recommend. It probably doesn’t feel like it at this time, but the employer is being more than fair by keeping you on, even though it’s in a position that pays less. They could just lay you off. (BTW, when your boss says that they will demote you and his boss says that they will “find something for you to do” they are both saying the same thing. The top guy just didn’t mention that the new job will be at a lower rate of pay.) Apparently they are willing to train you in a new position, which is more than generous.

If you decided to quit after being demoted, you could probably collect unemployment benefits. That’s because an employee who quits after a major change in pay, duties or working conditions has quit “for good cause” in most states.

Under PDA, the federal Pregnancy Discrimination Act, an employer cannot discriminate against a worker simply because she is pregnant. However, the employer can still take any action that he would have, had the employee not been pregnant, including termination or demotion. It sounds like that is the case here.

There is nothing illegal about an employer demoting a worker. It happens every day. In this case, it appears that the employer has a valid reason – the employee can’t use an important computer program. (If the employer was making this decision solely because the employee was female, that would be discrimination based on sex.)

Employers must notify workers in advance that their salary or wages will change. As long as the employee knew before Monday that her pay was changed, the employer has handled this legally.

Not to sound mean, but it is not the employer’s job to train your wife. If she genuinely wanted to keep the buyer’s job, she could sign up for a course or buy a software manual and learn the required software. Many employers would even allow the worker to use their computer and software, to learn the system on her own time. In fact, they would be impressed by her initiative.

It sounds like the employer is trying to do the right thing by offering your wife another position that she is qualified for, even if it’s hourly.

Also, just so you know, salaried employees do not necessarily have to be paid for doctor’s appointments when they are pregnant. Pregnant women are automatically entitled to time off for doctor’s appointments under the federal FMLA. However, FMLA leave is unpaid, and that applies to salaried workers, as well as hourly workers.

HRM is an acronym that stands for Human Resource Management. Human Resource Management is defined as the function within an organization that focuses on managing employees.

Human Resource Managers focus on recruiting, management, supervision, providing direction to a company’s most valuable resource – it’s human talent. HR managers address issues such as hiring, compensation, performance management, organizational development, safety, benefits, promotions, selection, wellness, employee morale, communication, record-keeping, motivation, training and retention. They also formulate policies and practices that eliminate illegal discrimination and other legal liabilities for the company.

An education is defined as the increase in knowledge resulting from doing your own homework. 

It would be so much easier for us to do your homework, if we had access to your professor’s lectures and your textbook! But we’ll try.

In general, employers are responsible for:
– Paying the employee

– Honoring any additional agreements with the employee such as benefits

– Providing a safe work environment

– Following all federal, state and local labor laws

Employees are responsible for:

– Providing a fair day’s work

– Honoring any additional agreements with the employer

– Following applicable safety standards

– Following all federal, state and local labor laws