Uber Cleans House, Data Security, Job Application Mistakes, and more
Uber Cleans House: 20 Fired Amid Sexual Harassment Probe
Earlier this week, embattled ride sharing app Uber terminated 20 employees following an internal investigation into reports of rampant sexual harassment and cultural issues within the organization. The investigation took a look at “215 human-resources claims by Uber employees, which includes allegations of sexual harassment, bullying, and other issues. The company took no action in 100 cases”.
Experts Warn Collaboration Needed Between HR and IT to Ensure Data Security
As data breaches and ransomware attacks continue to plague American businesses, experts say HR and IT need to work together to keep data secure. Bloomberg BNA reports that many cybersecurity issues start with employees clicking on tainted links (either on company equipment or on personal devices), and encourages “HR and IT departments… to work to create a culture in which employees know they can second-guess any unusual requests for information”.
Top 10 Job Application Mistakes Made by Employers
The Society for Human Resource Management (SHRM) recently released their list of the top 10 mistakes made in employment applications, many of which can be in violation of federal and state law. The list includes including disability related questions, requesting dates of graduation, asking about arrests and convictions without appropriate disclaimers, and asking about marital or familial status.
FLSA Minimum Wage Bill Introduced
Legislation related to the Fair Labor Standards Act (FLSA) minimum wage standard has been introduced in both the U.S. House and Senate. The bill, if signed into law, “would increase the federal Fair Labor Standard Act’s minimum wage from today’s $7.25 an hour to $9.25 an hour immediately”, followed by additional increases over the next few years. It is thought that the legislation could be “dead on arrival”, but employers should be aware of the potential changes in the event that the bill does pass.
Court Issues FMLA Claim Guidelines
The Eleventh Circuit Court of Appeals recently issued several guidelines based on a recent case which required clarification of an employer’s requirements under the Family and Medical Leave Act (FMLA). The new guidance states that “an employee returning from leave who cannot perform the essential functions of [his or her] job due to a physical condition need not be reinstated or restored to another position”. It should be noted that “the medical condition may also qualify as a disability” under the American with Disabilities Act, which could affect the assessment of the requested leave.
DIVERSITY & SENSITIVITY ISSUES IN THE WORKPLACE
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