Treaty Oak Employers’ Law Blog

After an employer receives a complaint regarding illegal discrimination or another prohibited activity that warrants workplace investigations, it must carefully take steps to resolve the situation. Responding quickly and efficiently to such claims can help the company avoid potential liability and take action to ensure that the prohibited conduct ceases

Executive investigations are particularly complex because they can have a dramatic impact on the company. It is generally recommended that when a company executive is involved in an investigative matter, an outside firm should always be used for the sake of transparency and integrity. The consequences of an executive investigation can stir up disfunction

In today’s global marketplace, understanding cultural dynamics is more important than ever. Having a good understanding of cultural influences can help employers and human resources managers avoid taking adverse action against individuals based on cultural misunderstandings.  Analogy of Cultural Iceberg Icebergs peak over the water, revealing just a small portion

Mental health in the workplace is a topic that employers and human resource managers must be familiar with. They must understand the problems that may arise due to issues concerning mental health in the workplace. Additionally, they must understand the rights of workers experiencing mental health issues in the workplace.

All employers and human resource managers should be knowledgeable about Title VII of the Civil Rights Act of 1964. This federal law applies to employers with 15 or more employees and provides the foundation for prohibited discrimination in the workplace. Many state laws are modeled after Title VII, but they

One of the most common types of claims that workers allege is retaliation claims. For example, when a government employee reports illegal actions by their employer and is consequently treated poorly. Employers and human resource managers must take care to avoid retaliation claims based on their response to a workplace complaint. Protected