The U.S. Equal Employment Opportunity Commission (EEOC) has filed a number of lawsuits against companies with inflexible leave policies, claiming the policies are discriminatory under the Americans with Disabilities Act (ADA).
While requiring workers to be fluent in English or to speak English in the workplace isn’t unlawful, per se, an English-only policy may be seen as a pretext for unlawful national-origin discrimination in violation of Title VII of the Civil Rights Act.
Organizations lose approximately five percent of their revenue each year to internal theft and fraud, according to the Association of Certified Fraud Examiners' (ACFE) recent Report to the Nations on Occupational Fraud and Abuse. Globally, this translates to an estimated $3.7 trillion lost, not from employees stealing the occasional notepad, but from three primary classes of occupational fraud — asset misappropriations, corruption and financial-statement fraud — and many times from cases involving more than one of these crimes.
There are a wide range of business opportunities available for supplying, equipping and servicing the U.S. Navy's more than 323,000 active personnel, 290 ships and over 3,700 aircraft around the world. Unfortunately, this also makes it an enticing target for those willing to engage in corrupt behavior and defraud the U.S. government.
While certain job duties may legitimately require that employers screen applicants and employees for medical conditions, organizations risk violating the Americans with Disabilities Act (ADA) and incurring serious legal consequences if they do not follow ADA guidelines and regulations during the hiring process.
Transgender employees present special concerns for employers when developing and applying personnel policies and procedures, from restroom access issues to preventing discrimination and harassment. Employers who do not address such issues run a real risk of violating a number of state laws explicitly protecting lesbian, gay, bisexual and transgender (LGBT) workers from employment discrimination. Courts are increasingly receptive to the Equal Employment Opportunity Commission's (EEOC) position that claims of discrimination based on gender identity are actionable under Title VII's sex discrimination prohibition.
A recent federal court decision underscores the importance of ADA compliance, in particular, an employee’s responsibility to keep medical information private.
An employee of a Brooklyn, New York clothing store was awarded $4.7 million by a federal jury after being repeatedly bullied by a co-worker and ultimately physically attacked. The award was for assault, emotional distress, negligence in the employer's hiring of the bully and punitive damages.
While foreign bribery makes for sensational headlines, a Midwest egg company recently discovered why U.S. enforcement actions for domestic bribery have resulted in a sharp increase in corporate fines. The egg company agreed to pay a fine of about $6.8 million — and two top executives face an additional $100,000 fine and up to a year in jail — all stemming from a $300 cash bribe to a U.S. government official.
With recent reports that a Russian crime ring may have stolen the largest collection of online data — including 1.2 billion user name and password combinations—effective data security is more critical than ever for all organizations — public, private or nonprofit. Working out of a small town in south central Russia, the hackers captured mass quantities of online information using botnets — networks of zombie computers infected with a computer virus — to identify websites vulnerable to a common hacking technique known as an SQL injection. Where weaknesses are found, hackers enter a command that allows them to extract the contents of a website's database.