Practical HR Tips, News & Advice. Updated Daily.
Can artificial intelligence (AI) and machine learning programs lead to discrimination claims? The simple answer is yes, and the recent settlement between the Equal Employment Opportunity Commission (EEOC) and three integrated English-language tutoring companies known as iTutorGroup, Inc., confirms any doubts employers might have. Now more than ever, employers should carefully evaluate the benefits and […]
Over the past 6 months, the acceleration of artificial intelligence (AI), particularly in the form of large language models (LLMs) like Open AI’s GPT-4, has been relentless. These models have demonstrated capacities that would have seemed like science fiction just a few years ago, such as the ability to immediately produce compelling and fluent text […]
We’re only a few days into 2022, but Maine employers should be aware of several significant changes including increases to state and local minimum wages and a new indoor mask mandate in Portland. Here’s what you need to know to start the year off on the right foot.
By Jennifer Carsen, JD Dallas-based Dave & Buster’s is sort of like Chuck E. Cheese’s for grown-ups: Each location features a restaurant, sports bar, and arcade. It’s a fun place—but not necessarily for the folks who work there, if one employee’s claims are valid.
Most leaders of companies today recognize the importance of having engaged people at work. Yet research from the Metrus Institute, Gallup, and others say that between 50% and 80% are not fully engaged. For many organizations, a majority of employees are only partially engaged, which research has shown reduces performance and customer satisfaction while increasing turnover. Worse yet, your best talent—those with lots of options—are most likely to leave.
In a mixed motive case, the evidence shows that employer has taken adverse action for a combination of both legitimate and unlawful reasons. When a plaintiff in a Title VII case proves that a protected category played a motivating part in an employment decision, the defendant/employer may avoid a finding of liability only by proving by a preponderance of evidence that it would have made the same decision even if it had not taken the plaintiff's protected characteristic into account.
When you know who you are, it’s easy to know what to do. A successful HR organization knows who it is. This is different than knowing what it does. **Register for Amy Haworth’s upcoming webinar, Embracing Change: Managing Employee Expectations in the New World of Work, on Aug. 18th. You don’t want to miss this […]
Over the weekend, an adaptation of The Wizard of Oz was released. If you’re like me, you grew up watching the 1939 classic. The new film got me thinking about those wonderful characters created by L. Frank Baum. There’s the Cowardly Lion, the Scarecrow, the Tin Man, and of course Dorothy. Each one is etched […]
by Louise Bechamp A recent arbitration decision out of the province of Quebec (available in French only) involving the director of a bankrupt corporation serves as a reminder that directors can be personally liable for unpaid employee wages, notice of termination, and vacation pay.
As Americans continue living in an unprecedented era of quarantining, many employees aren’t quarantining at all. Workers in big-box retail shops, warehouses, grocery stores, and more are all still powering the economy as “essential employees,” and they are still physically interacting with other people throughout the day.