Yes, I would recommend investigating the allegations even though the accusing employee has left the organization. If your investigation shows that harassment occurred, I would recommend taking disciplinary action as appropriate.
Federal law obligates employers to prevent or stop unlawful harassment. Harassment happens when behavior is unwelcome and based on a protected class such as race, gender, age, religion, national origin, or disability. It becomes unlawful when it is severe or pervasive enough to create a hostile work environment. In this case, since you’ve been made aware of alleged sexual harassment, failing to investigate the allegations could invite risk, especially if
Reminder—New Minimum Salary for Exempt EmployeesStarting January 1, 2020, most employees who are classified as exempt under the executive, administrative, professional, and computer employee exemptions will need to be paid at least $684 per week or $35,568 per year. See our full report in the News Desk of the HR Support Center for more information.
Minimum Wage Increase for Federal ContractorsOn January 1, 2020, the minimum wage for employees doing work on or in connection with federal contracts will increase to $10.80 per hour. The minimum wage for covered tipped employees will increase to $7.55 per hour.
New W-4In the new year, employers will need to provide the redesi
The workplace – whether it’s an office, a salon, a restaurant, or a medical facility – is full of complexity. And many of those complexities are managed by the Human Resources Department. Sometimes the HR Department is a team of people with deep expertise, but often it’s one person who wears many hats in the organization and has no formal HR training. If your HR department looks more like the latter, and you could use a little help keeping it all together, we recommend the following three practices:
Inventory who is doing whatBecause HR covers so many different tasks, those tasks are often assigned to different people in the organization. It’s common for owners, managers, and o
Yes, alcohol can be a liability. Partygoers who overindulge could cause an accident or act in ways that violate your harassment policy. Here are some practices you might consider:
Employers may be liable for employee misconduct and negligence when the employee is acting “in the course and scope of employment,” so make these kinds of events optional and clearly communicate that attendance is neither expected nor required.Don’t plan to have any work-related activities at the event.To further support the non-work nature of the event, hold it off-site and outside of regular business hours, and allow employees to bring a guest.Set expectations around respectful behavior and encourag
Have you considered conducting background checks as part of your hiring process? The practice is fairly typical in the banking and financial services industries, as well as with those who work with children, the elderly, or people with disabilities. If you’re wondering whether you should do so as well, check out our overview of the process below.
Identify the business reason for conducting pre-employment background checksBackground checks add time and expense to the hiring process, and they can create risk, so if you’re thinking about conducting them company-wide or for specific positions, you should have a business reason for doing so. In short, you should know why you