This article by Frank Cania, president of driven HR – A USA Payroll Company, was originally published inThe Daily Record, March 10, 2017.
You may not know this, but I sacrificed a less-than-mediocre career in accounting to become a human resource professional. My mother loved the sound of it: “HUMAN – RESOURCE – PROFESSIONAL.” Three words. Far more impressive to her than those one-word careers some of her friends’ children had chosen: pilot, pharmacist, engineer, doctor, and attorney. I can still hear the pride in her voice when she introduced me, “This is my son, Frank. He’s a human resource professional!” It’s probably good that she’s not here to read this article. Continue reading
The concept of workplace investigations is nothing new to most employers. However, like so many other employer responsibilities, these investigations have become more complex and, if not handled correctly, filled with potential sources of significant liability.
Before we go too deeply into the investigations, let’s take a look at why they are more necessary than ever. According to the U.S. Equal Employment Opportunity Commission (“EEOC”), in fiscal year 2014 (the most recent statistics available), the Agency received 88,778 complaints of workplace discrimination. However, because individual complaints often charge multiple types of discrimination (for example sexual harassment and retaliation), this number is less than the total number of individual charges. Of the 88,778 complaints received by the EEOC, 42.8 percent included allegations of retaliation, 35 percent included allegations of race discrimination, and 29.3 percent included allegations Continue reading