Compliance Stuff

’Twas the week after the holidays… ’Twas the week after the holidays, when all through the office, The parties were over, but not every consequence. The bonuses were issued, the PTO was spent, But those few awkward moments can become a lament. While the winter holidays may be winding down, the real workplace challenges often emerge  after  the decorations come down. New complaints surface, feelings about bonuses linger, and questions arise about any new changes implemented by the organization. To help employers manage the post-holiday fallout (and start the new year on steady footing), here are some seasonally inspired reminders to keep in mind. Silent Night? Not Quite: When Holiday Issues Surface Later Holiday gatherings may be over, but concerns often arise days or even weeks afterward. Take employee complaints seriously, regardless of whether the incident occurred weeks ago. Investigate promptly and ensure all complaints are handled consistently. Avoid common missteps, such...

It is not news that employees “hang out” and socialize “outside of work” through social media platforms. While these platforms provide outlets for employees to express themselves, bond, chat, joke, and share vacation photos, these sites can also be used to harass, threaten, and harm employees. Misuse of social media among coworkers can create a hostile and toxic work environment that can lead to employer liability if not addressed. In Okonowsky v. Garland , Case No. D.C. 2:21-cv-07581-VAP-AS (Jul. 25, 2024), the Ninth Circuit ruled that e mployers can be held liable for claims of hostile work environment under Title VII if an employee shares content on a personal social media account that negatively impacts the workplace. Unsurprisingly, Okonowsky aligns with recent Equal Employment Opportunity Commission (EEOC) guidance, issued April 29, that discusses the ways in which employee social media use outside of the workplace can contribute to a sexually hostile work environment. Factual B...