Roundup: Employee social media posts; Sexual harassment training; EEOC guidance on gender expression and gender identity; Immigration and temporary protected status for employees; Personal liability for wage violations
Salary.com Compensation and Pay Equity Law Review
Welcome to Salary.com's Compensation and Pay Equity Law Review.
Our editor, employment lawyer Heather Bussing, is tracking legislation, cases, and analysis to give you the latest critical HR topics. She and Kent Plunkett, CEO of Salary.com, also have a new book out on Pay Equity, Get Pay Right: How to Achieve Pay Equity that Works!
This week we're asking these questions and even answering most of them:
- Can you fire an employee for something they post on their personal social account?
- Why is sexual harassment training ridiculous and why do we do it?
- You know what's always perfectly legal under discrimination law?
- What do you do when an employee may lose temporary protected status?
- When are business owners and executives personally liable for wage violations?
Can You Fire Someone For Their Social Media Posts?
Dealing with employee social media posts is a complete cluster and there is no policy that will save you. That does not mean don't have a policy. It means get help from your friendly employment lawyer so it is consistent with the law.
Sexual Harassment Training is Ridiculous—and Required
If you want to know which states have mandatory sexual harassment training and what should go into it, the article below is a great resource. But I want to talk about what sexual harassment is really about.
You Can NOT-Discriminate As Much As You Want
Keep on making good and fair decisions and creating a discrimination and harassment free workplace. What the EEOC is up to with their guidance right now is not nearly as important as what employers actually do. So do NOT-discriminate all you want.
Concerns About Temporary Protected Status for Employment
While the courts grapple with Haitians' temporary protected status and whether the executive branch can simply revoke it without certain procedural requirements, employers are left wondering what to do.
Owners' Personal Liability for Wage Violations
Make sure your employees are paid what they are owed, on time, and with the right withholdings and pay stubs. Even better, outsource your payroll to a trusted company who will make sure it always goes right and help you fix it when there's a glitch.
