The Pregnant Workers Fairness Act adopts the concepts of reasonable accommodation, the interactive process, and undue hardship that we all are familiar with under the ADA, but there are some key differences between the PWFA and the ADA.
The requirements – which are pretty dense – will be applicable to nearly all California employers, with very few exceptions. By July 1, 2024, covered employers must develop and implement an effective workplace violence prevention plan.
An investigator’s role in an investigation is to gather facts, but there are times when they need to recognize the signs of trauma, and understand how it affects complainants, respondents, witnesses, and the accuracy of investigative data.
An increasing number of jurisdictions are passing laws that place obligations on employers that sit at the top of global supply chains to address these human rights abuses.
Managers need to know how to recognize the employee who needs assistance, how to communicate effectively with them, and then properly raise the conversation to HR.
UK dismissal law is different from the U.S., and different from other European countries. The business reasons for the reduction in force, or RIF, might be the same across borders, but your process has to flex to local requirements.
When considering reducing the size of your workforce, often the best – and most defensible – results may be achieved by focusing first on the business priorities and the resulting structure of the organization.