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Thats What She Said - Fri, 07/30/2010 - 00:02

Alas, repeats. My able colleague, Jaclyn West, wrote about this week’s episode — The Chump — in her excellent post of May 14. But fear not. There is big news this week that demands its own post. NBC has confirmed that Steve Carell will leave The Office when his contract expires in 2011. Michael Scott’s seven-year reign as Scranton [...]

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Hot List: Bestselling “Management and Leadership” books on Amazon.com

Resources for Humans: - Mon, 07/26/2010 - 11:41

Amazon.com updates its list of the bestselling books every hour. Here is a snapshot of what is hot right now, this Monday morning, July 26, in the “Management and Leadership” section of the “Business and Investing” category.

1. Doing Both: How Cisco Captures Today’s Profit and Drives Tomorrow’s Growth by Inder Sidhu. Cisco’s Senior Vice President encourages readers to look at every decision as an opportunity to seize, not a sacrifice to endure.

2. Delivering Happiness: A Path to Profits, Passion, and Purpose by Tony Hsieh. The visionary CEO of Zappos explains how an emphasis on corporate culture can lead to unprecedented success.

3. The 7 Habits of Highly Effective People by Stephen R. Covey. A groundbreaker when it was first published in 1990, it continues to be a business bestseller with more than 10 million copies sold. Covey, an internationally respected leadership authority, realizes that true success encompasses a balance of personal and professional effectiveness, so this book is a manual for performing better in both arenas.

4. StrengthsFinder 2.0: A New and Upgraded Edition of the Online Test from Gallup’s Now, Discover Your Strengths by Tom Rath. Are you unsure where your true talents lie? Do you feel that you are both a person who gets things done and someone who offers penetrating analysis? Well, you can discover whether you are truly an “achiever” or an “analytical” by completing the online quiz. Then, the book will give you “ideas for action” and tips for how best you can work with others. More of a patiencetester than Strengthsfinder, the quiz/book is probably best for those who have lots of time on their hands.

5. The Tipping Point: How Little Things Can Make a Big Difference by Malcolm Gladwell The best-selling author of Outliers: The Story of Success and Blink: The Power of Thinking Without Thinking defines a tipping point as a sociological term: “the moment of critical mass, the threshold, the boiling point.” The book seeks to explain and describe the “mysterious” sociological changes that mark everyday life. As Gladwell states, “Ideas and products and messages and behaviors spread like viruses do.” The examples of such changes in his book include the rise in popularity and sales of Hush Puppies shoes in the mid-1990s and the precipitous drop in the New York City crime rate after 1990.

6. Blink: The Power of Thinking Without Thinking by Malcolm Gladwell. Blink is about the first two seconds of looking–the decisive glance that knows in an instant. Gladwell, the best-selling author of Outliers: The Story of Success and The Tipping Point: How Little Things Can Make a Big Difference, campaigns for snap judgments and mind reading with a gift for translating research into splendid storytelling.

7. Rework by Jason Fried and David Heinemeier Hansson. Fried and Hansson argue that plans are actually harmful, you don’t need outside investors, and you’re better off ignoring the competition.

8. Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink. The author of A Whole New Mind: Why Right-Brainers Will Rule the Future says the secret to high performance and satisfaction in today’s world is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.

9. Good to Great: Why Some Companies Make the Leap… and Others Don’t by Jim Collins. The author of Built to Last: Successful Habits of Visionary Companies, Collins concludes that it is possible for a good company to become a great company, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11–including Fannie Mae, Gillette, Walgreens, and Wells Fargo–and discovered common traits that challenged many of the conventional notions of corporate success.

10. Getting Things Done: The Art of Stress-Free Productivity by David Allen. Methods for reducing stress and increasing performance.

Categories: Blogs

HR Feud Survey

Human Resources News - Mon, 07/26/2010 - 08:34

HRHero is inviting all our HR and business friends to participate in our new HR Feud survey, where you’ll tell your opinion on employment law and HR issues. Then during lunch at the upcoming Advanced Employment Issues Symposium (AEIS), conference participants can see if they can guess the most popular answers to our survey questions.

Take the HR Feud survey
Voting ends on Thursday, August 6, 2008

Join us at AEIS to see how well you can guess what the most  popular answers to our questions are.

Categories: Blogs

The Wedding, Part II

Thats What She Said - Fri, 07/23/2010 - 06:40

Well, it’s a little difficult to write about the perils of working in Scranton with Michael Scott as your boss when the entire office is attending a wedding, but here goes. After watching last night’s repeat episode of Jim’s and Pam’s wedding, I can’t say that getting married to a coworker is always a bad [...]

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Different: Escaping the Competitive Herd

Resources for Humans: - Wed, 07/21/2010 - 09:00

Employment law attorney Michael Maslanka reviews the book Different: Escaping the Competitive Herd: Succeeding in a World Where Conformity Reigns but Exceptions Rule by Youngme Moon.

Different: Escaping the Competitive Herd by Youngme Moon has turned out one of the best-written business books I’ve read in a long time. Her big idea: Companies compete by imitating each another. The more they compete, the more alike they become. Example: McDonald’s offers fancy coffee; Starbucks offers breakfast. As companies ape one another, the products they offer become more of a commodity, meaning the price that can be charged goes down, not up.

Moon nails it when she discusses the mentality of the average consumer: “Once consumers realize that all airlines offer frequent flier programs, that all detergents offer enhanced stain-fighting, that all companies offer good warranties, they have less reason to be picky in their selections.” She says that the remedy is to make a consumer’s expectations irrelevant. Provide them an alternate reality, not the expected one. Look at Google ― it didn’t clutter its home page; it kept it clean. Ikea tossed the traditional idea of home delivery and turned customer expectations on their head by providing a beautiful showroom (not massive warehouses), on-site childcare, and a cafeteria that serves excellent Swedish meatballs for less than the price of a Big Mac.

Moon has produced a wonderful, extraordinarily well-written book. She makes an interesting point at the end, stating that nobody knows “the way.” Why? Because we’re dealing with human beings. She writes:

I’ve decided it’s not that the truth is elusive, it’s that it is liquid. It comes at you from all sides, swinging at you from every possible angle. What this means is that the danger for the scholar is not in confusing what is true with what is false, it’s in allowing yourself to get seduced into thinking that’s it’s possible to be definitive about anything. Because when it comes to human behavior, the truth is more expansive than that. When it comes to human behavior, the truth is an ocean.

Michael Maslanka is the managing partner of Ford & Harrison LLP’s Dallas, Texas, office. He has 20 years of experience in litigation and trial of employment law cases. He is the editor of Texas Employment Law Letter, and he also authors the “Work Matters” blog for Texas Lawyer.

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Departments Release Health Care Reform Regulations on Preventive Care

Human Resources News - Tue, 07/20/2010 - 16:10

On Monday, July 19, the Federal Register published interim final regulations from the U.S. Departments of Health and Human Services (HHS), Labor, and the Treasury requiring new health plans beginning on or after September 23, 2010, to cover certain evidence-based preventive care without cost sharing. In other words, plans cannot charge patients copayments, coinsurance, or deductibles for such services (if a network provider supplies the services). However, the preventive care requirements do not apply to grandfathered plans.

The regulations are designed to implement the preventive health services requirements under the massive health care reform legislation (the Patient Protection and Affordable Care Act and the Health Care and Education Reconciliation Act) that became law in March. These regulations are the latest part of a series of rules the administration has issued to implement various provisions of health care reform.

In a news release, the departments noted that the new regulations would help give Americans easier access to preventive care. The preventive care services addressed by the regulations include:

• routine vaccinations;
• blood pressure, diabetes, and cholesterol screenings;
• cancer screenings (such as breast and colon cancer screenings);
• prenatal care;
• regular wellness visits for babies and children; and
• counseling from health care providers on issues such as quitting smoking, losing weight, eating better, treating depression, and reducing the use of alcohol.

The regulations were published in the Federal Register on July 19 and are effective September 17, 2010. Comments on the regulations are also due on or before September 17.

Learn more about how health care reform and what your organization needs to do now in the audio conference Employers’ Health Care Reform Update: 2010 Deadlines, Demands, and Duties.

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Obama Issues Statement Lending Support to Paycheck Fairness Act

Human Resources News - Tue, 07/20/2010 - 11:10

This morning, President Barack Obama issued a statement from the White House voicing his support for — and urging Congress to move forward on — the Paycheck Fairness Act (PFA). In the statement, the President referred to the bill as a “commonsense bill” that is one of the key recommendations of the Equal Pay Enforcement Task Force.

The PFA (S. 182; H.R. 11) was initially introduced in 2008 as a companion to the Lilly Ledbetter Fair Pay Act. The bill, which passed in the U.S. House of Representatives in January 2009, has since been on hold in the Senate. The PFA would amend the Equal Pay Act of 1963 (EPA) in numerous ways, including:

• providing for compensatory and punitive damages for violations of the EPA;
• reversing the requirement that employees opt in to class-action EPA lawsuits (instead of permitting them to opt out of the suit); and
• prohibiting retaliation against employees who inquire about, discuss, or disclose wage information.

The PFA also would narrow the employer affirmative defense, which currently allows an employer to defend against a claim by showing that a pay differential was caused by “any factor other than sex.” Under the PFA, employers would be required to prove that wage disparities are based on a “bona fide factor other than sex,” such as education or experience.

Critics of the bill have expressed particular concern over the PFA’s provisions allowing prevailing plaintiffs to recover compensatory and punitive damages. Arguments against the bill also note that the lack of damage caps in the bill could leave small businesses open to potentially crippling penalties. Further, the bill’s opponents question whether the bill could have the unintended consequence of actually lessening pay for performance by forcing employers to operate their businesses more defensively and in anticipation of litigation.

HR Guide to Employment Law: A practical compliance reference manual covering 14 topics, including discrimination

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Solis, Trumka Push for Comprehensive Immigration Reform

Human Resources News - Mon, 07/19/2010 - 14:07

Today the U.S. Department of Labor (DOL) hosted a live webcast interview with Labor Secretary Hilda Solis and AFL-CIO President Richard Trumka. During the webcast, both parties made the case for the necessity of comprehensive immigration reform, decrying individual state movements such as the controversial immigration law in Arizona as a means for racial profiling and shifting blame for economic failures onto undocumented workers.

Trumka outlined the AFL-CIO’s proposed five-point approach, which he noted is the first position to receive unanimous support from every member union of the AFL-CIO. The five points are (1) a mechanism to let current undocumented workers gain legal status, (2) an independent commission to monitor labor shortages, preventing immigration from being a way to drive down wages for the rest of the American people, (3) reasonable border enforcement, (4) strict employer compliance, which includes issuance of some form of tamperproof identification, and (5) putting an eventual end to guest-worker programs.

Secretary Solis also voiced support for identifying the 11 million undocumented immigrants currently in the United States and allowing them to become naturalized upon fulfillment of certain requirements (such as payment of back taxes and having no record of criminal activity). She further highlighted the importance of removing the “magnet” that draws undocumented workers into the United States by requiring strict employer compliance with existing immigration laws and controls.

Get the information you need to properly weigh the pros and cons of the E-Verify system in the audio conference, New E-Verify and ICE Enforcement Challenges: Best Practices from Immigration Insiders.

Categories: Blogs

Hot List: New York Times Bestselling Hardcover Business Books

Resources for Humans: - Mon, 07/19/2010 - 10:04

The following is a list of the bestselling hardcover business books as ranked by the New York Times on July 19.

1. The Big Short: Inside the Doomsday Machine by Michael Lewis. The people who saw the real estate crash coming and made billions from their foresight.

2. Outliers: The Story of Success by Malcolm Gladwell. Why some people succeed — it has to do with luck and opportunities as well as talent — from the author of Blink: The Power of Thinking Without Thinking and The Tipping Point: How Little Things Can Make a Big Difference.

3. Switch: How to Change Things When Change Is Hard by Chip Heath and Dan Heath. How everyday people can effect transformative change at work and in life.

4.The Way We’re Working Isn’t Working: The Four Forgotten Needs That Energize Great Performance by Tony Schwartz with Jean Gomes and Catherine McCarthy. Advice on re-energizing and re-engaging yourself on the job and off.

5. Crisis Economics: A Crash Course in the Future of Finance by Nouriel Roubini and Stephen Mihm. How the global financial system broke down in 2008, and what may happen if new regulations are not embraced.

6. Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink. What really motivates people is the quest for autonomy, mastery and purpose, not external rewards.

7. The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich by Timothy Ferriss. Because life isn’t all about work.

8. 13 Bankers: The Wall Street Takeover and the Next Financial Meltdown by Simon Johnson and James Kwak. A call for the restructuring of the banking industry.

9. Strengths-Based Leadership by Tom Rath and Barry Conchie. Three keys to being a more effective leader.

10. Rework by Jason Fried and David Heinemeier Hansson. Counterintuitive rules for small-business success, like “Ignore the details early on” and “Good enough is fine.”

11. The Total Money Makeover: A Proven Plan for Financial Fitness by Dave Ramsey. Debt reduction and fiscal fitness for families, by the radio talk-show host.

12. The End of Wall Street by Roger Lowenstein. A journalist’s account of the financial collapse, from origins to bailout.

13. How an Economy Grows and Why It Crashes by by Peter D. Schiff and Andrew J. Schiff. Through wit, humor and illustrations, the complex financial system is explained.

14. Too Big to Fail: The Inside Story of How Wall Street and Washington Fought to Save the Financial System—and Themselves by Andrew Ross Sorkin. The 2008 financial implosion on Wall Street and in Washington, by a New York Times reporter and columnist.

15. SuperFreakonomics: Global Cooling, Patriotic Prostitutes, and Why Suicide Bombers Should Buy Life Insurance by Steven D. Levitt and Stephen J. Dubner. A scholar and a journalist apply economic thinking to everything: the sequel.

Categories: Blogs

All Eyes on Arizona

Diversity Insight - Sun, 07/18/2010 - 22:05

Arizona’s new immigration law, Senate Bill (SB) 1070, authorizes state and local law enforcement officials to inquire into the immigration status of any person “where reasonable suspicion exists that the person is an alien who is unlawfully present in the United States.” The law regulates aliens directly, not by means of the employer-employee relationship. Nevertheless, many people believe that the new law is preventing employers from hiring Hispanic workers for fear of workplace disruption.

The Problem

According to Mike Sunnucks at the Phoenix Business Journal, Arizona labor and employment attorneys report a growing number of businesses opting out of hiring Hispanics, which could lead to an increase in employment discrimination claims. According to labor and employment attorney Julie Pace, “Anyone who looks and sounds foreign is a concern to some employers. They want to avoid some of the things [e.g., workplace raids] they see in the paper.” Mary Jo O’Neil, a Phoenix attorney for the Equal Employment Opportunity Commission, says she is also seeing an increase in discrimination complaints alleging unfair treatment based on national origin.

Though opponents find comfort in President Barack Obama’s public condemnation of SB 1070, polls from the Pew Research Center show broad national support for the law. According to a recent Pew poll, 59 percent of people support the law in its entirety. Percentages are higher when the law is broken down by element, such as requiring people to produce documents verifying legal status, allowing police to detain anyone unable to verify legal status, and allowing police to question anyone they think may be in the country illegally. Perhaps most interesting is the level of support the law has received from Democrats. Fifty percent of Democrats polled said they support the provision, which allows police to question anyone they think may be in the country illegally.

Bottom Line

Though Arizona’s law is just that ― Arizona’s law ― the Pew poll shows there is support for tougher immigration laws across the country. Labor and employment attorneys are watching Arizona closely. Can it enforce SB 1070 without seeing an increase in claims filed under Title VII of the Civil Rights Act of 1964? Only time will tell.

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White House Expands Domestic Partner Benefits

Diversity Insight - Sun, 07/18/2010 - 22:03

President Barack Obama recently issued a memo directing federal agencies to extend benefits to the same-sex domestic partners of federal employees to the extent permitted by current law. The memo begins:

For far too long, many of our Government’s hard-working, dedicated LGBT employees have been denied equal access to the basic rights and benefits their colleagues enjoy. This kind of systemic inequality undermines the health, well-being, and security not just of our Federal workforce, but also of their families and communities.

The President said he regretted that the full range of federal employee benefits can’t be extended to same-sex domestic partners without a change in the law, and he urged passage of the Domestic Partnership Benefits and Obligations Act currently being considered by Congress, which would effect the necessary legislative change.

The memo requires the Office of Personnel Management (OPM) to:

• clarify that same-sex partners’ children count as a “child” for child-care subsidies and services;

• clarify that domestic partners and their children are “family members” for purposes of employee assistance programs;

• propose a rule to add retirees’ same-sex partners to the list of individuals assumed to have an insurable interest in the employee; and

• amend the guidance implementing President Bill Clinton’s expanded family and medical leave policies to specify that the 24 hours of unpaid leave available in connection with school and early childhood education, routine family medical purposes, and elderly relatives’ health or care needs also are available to meet the needs of a same-sex domestic partner or his or her children.

The memo also directs the General Services Administration to amend its federal travel regulations to allow domestic partners and their children full benefits, including travel, relocation, and subsistence payments.

The OPM provides guidance on defining a domestic partnership and states that agencies may wish to secure documentation to prove domestic partnership, but it’s not required, and agencies should consider whether there is a similar requirement for opposite-sex spouses, consistent with the President’s intent to promote equality. The OPM also directed agencies to pay attention to the memo’s requirement that agencies that adopt new employee benefits also extend those benefits to same-sex domestic partners to the extent permitted by law.

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DOL Offers Disability Law Advisor Tool Online

Diversity Insight - Sun, 07/18/2010 - 22:02

The Department of Labor (DOL) has made a tool available on its website for employers that want to make sure their policies and practices don’t discriminate against qualified individuals with disabilities. The online Disability Nondiscrimination Law Advisor, available at www.dol.gov/elaws/odep.htm, helps employers determine which federal disability nondiscrimination laws apply to their business, including:

• Title I of the Americans with Disabilities Act of 1990 (ADA);

• Title II, Subtitle A, of the Americans with Disabilities Act of 1990 (ADA);

• Section 188 of the Workforce Investment Act of 1998;

• Section 504 of the Rehabilitation Act of 1973, as amended (only as it pertains to federal financial assistance);

• Section 503 of the Rehabilitation Act of 1973, as amended; or

• The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended.

The Advisor can be used by employees, job applicants, applicants for, or participants in programs that receive federal financial assistance. It may also be useful for individuals receiving services from public entities who want to learn more about their rights under these federal disability nondiscrimination laws.

The Advisor asks users questions about relevant variables, such as nature of the organization, size of the staff, and whether the business or organization receives federal financial assistance. Based on the responses provided, the adviser then generates a customized list of federal disability nondiscrimination laws that likely apply along with information about employers’ responsibilities under them.

The Advisor does not address the following nondiscrimination laws:

• Section 501 of the Rehabilitation Act, which covers employees of the federal government;

• Title III of the Americans with Disabilities Act, which applies to places of public accommodation, commercial facilities, and examinations and courses related to applications, licensing, certification, or credentialing for secondary or postsecondary education, professional, or trade purposes;

• Workers’ compensation laws; or

• State and local disability nondiscrimination laws.

Categories: Blogs

Adminstaff Pays $115,000 For Religious Bias

Diversity Insight - Sun, 07/18/2010 - 22:00

Adminstaff, Inc., a nationwide company that provides full-service HR services to small and medium-size businesses, has agreed to pay $115,000 and furnish substantial remedial relief to settle a religious harassment lawsuit filed by the Equal Employment Opportunity Commission (EEOC) in Baltimore.

According to the EEOC’s suit, Texas-based Adminstaff and Conn-x, LLC, a Florida-based cable service provider, violated federal law by engaging in religious discrimination against two employees at Conn-x’s Edgewood office. The agency alleged that two Conn-x employees, who are brothers, were called “dirty Jew[s],” “dumb Jew[s],”and other anti-Semitic slurs by managers and coworkers.

The EEOC alleged that the harassment, which began in September 2005, continued for a couple of years and included the defacing of one employee’s work vehicle with a swastika. One of the employees was also physically harassed when he was forced into a trash bin for the amusement of managers, who observed the incident on a surveillance camera and called it “throw the Jew in the dumpster.” The EEOC’s lawsuit against Conn-x remains unresolved.

In addition to the monetary relief for the two employees, the consent decree settling the lawsuit bars Adminstaff from engaging in harassment on the basis of religion or retaliating against employees who complain about it. The company agreed to revise its policy against harassment and retaliation, provide training on antidiscrimination laws to its managers, and post notices stating its commitment to maintaining an environment free of religious harassment and retaliation. EEOC v. Adminstaff, Inc. , Case No. 1:09-CV-02881-BEL, DC MD.

Olsten to pay $75,000 to settle disability claims

On March 18, 2010, Olsten Staffing Services Corp., a nationwide temporary employment agency based in Melville, New York, agreed to pay $75,000 to settle a disability discrimination lawsuit filed by the EEOC in Madison, Wisconsin. The agency alleged that Olsten violated the Americans with Disabilities Act (ADA) by refusing to refer a deaf job applicant for temporary employment as a production worker for an employer in La Crosse, Wisconsin.

The EEOC alleged that a staffing specialist at Olsten’s La Crosse office twice refused to refer the applicant for employment because he is deaf, even though he met all of the actual qualifications for the job. According to the EEOC, company e-mails showed that Olsten’s staffing specialists had flagged the applicant’s disability as a “concern.” When the applicant later asked the staffing specialist why he didn’t get the job, the Olsten employee falsely attributed the decision to concerns raised by the employer when it hadn’t expressed any such concerns. Hearing ability wasn’t a requirement at the food production job, and in fact, workplace noise required a number of employees to wear ear protection that prevented them from hearing while working.

The case was resolved by a two-year consent decree that requires Olsten to pay lost wages of $5,000 and damages of $70,000 to the applicant. The decree also contains an injunction prohibiting the La Crosse office from engaging in any further discrimination on the basis of disability and requires Olsten to provide ADA training to its employees and report any further complaints of discrimination to the EEOC for the next two years. EEOC v. Olsten Staffing Services Corp. , Case No. 98-CV-565 (DC WIS).

Celestica Corporation settles EEOC disability suit

On April 8, 2010, Celestica, Inc., a Canadian electronics company, agreed to pay $102,100 and provide other relief to settle a disability discrimination lawsuit filed by the EEOC. In its suit, the agency alleged that Celestica willfully ignored a request for reasonable accommodation under the ADA.

An employee hired through a placement agency worked inside a 400,000-square- foot warehouse operated by Celestica. The employee, who suffers from lupus, chronic obstructive pulmonary disease, and cardiomyopathy, asked to use her own electric wheelchair to get to her desk inside the warehouse from a handicapped parking space close to the side entrance. Although the placement agency allowed use of the wheelchair, Celestica ignored the employee’s requests. She continued working for a few months without accommodation, but ultimately quit.

In addition to providing monetary relief, the two-year consent decree settling the suit prohibits Celestica from further refusing or ignoring any reasonable accommodation requests from disabled individuals. The company must also issue its policy on ADA reasonable accommodations to all employees in the United States, train its site managers and HR managers on reasonable accommodations, have the trainer administer a test after the training and review the test results with trainees, report requests for reasonable accommodations to the EEOC, and post notices on the settlement and the ADA around the facility. EEOC v. Celestica, Inc. , Case No. 3:09-0813 (DC TN).

Categories: Blogs

New Blog Site

The Word - Wed, 03/17/2010 - 12:56

I have a new blog site. You can find it at www.wordonemploymentlaw.com. You will notice a few changes now and other changes as time goes on. For the most part, however, it will continue to provide substantive employment law and human resources content, as well as the attempt to draw employment lessons from current events and popular [...]

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Being Average or Below

The Word - Fri, 03/12/2010 - 09:21

A cartoon posted by Cultural Offering and one posted by Eclecticity caught my eye. They have a common theme. Check them out for a laugh, albeit a sad one.

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A Perfect World

The Word - Fri, 03/12/2010 - 08:40

What would be in your perfect world? Execupundit has a perfect world that sounds pretty good — almost perfect.

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Recession? What Recession?

The Word - Fri, 03/12/2010 - 07:30

As the following video clip demonstrates beyond a shadow of a doubt, some employers have been able to operate as though there were no recession at all. If we could all be as smart, maybe as lucky, the economy would be roaring back. Eat your hearts out!

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Warning Signs of Workplace Violence

The Word - Thu, 03/11/2010 - 07:49

It’s no exaggeration to say that workplace violence is any employer’s worst nightmare, whether or not there’s resulting litigation. Given today’s economy, the risk of the nightmare has increased. One of the latest tragedies has occurred at Ohio State University. A probationary maintenance employee who had been told he would be fired on March 13 (this coming [...]

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