The Occupational Safety and Health Administration (OSHA) will continue its series of open meetings in which members of the public can provide comments, express concerns and recommend suggestions regarding whistleblower issues. Specifically, OSHA wishes to solicit public opinion on whistleblower regulations in the finance industry within the administration’s jurisdiction.
It’s like the elephant in the room. In fact, it’s a concern writ large in virtually every American workplace, regardless of type and size.
Comparatively larger businesses across Connecticut and nationally have well-considered and comprehensive written policies spelled out in handbooks that address important work-related matters.
A definitive answer to the above-posed headline query in today’s blog post can be quickly supplied.
A collective reaching for the Advil.
Some areas of American law are comparatively accessible and easy to understand. Their subject matter does not spill forth from thousands of legal tomes and entail dense judicial opinions spanning virtually every aspect of human behavior and interaction.
In the last year, the #metoo movement has had a powerful impact on the employment landscape. Thousands of courageous sexual harassment victims around the country have come forward and spoken out against this pervasive problem. More than ever, society is sending a strong message that sexual harassment will have consequences.
U.S. Supreme Court Justice Ruth Bader Ginsburg clearly rues the final vote tally in a recent high-court ruling concerning workers’ collective actions in disputes featuring signed arbitration agreements.
Would-be employers generally want to know, and prospective employees interviewing for jobs generally want to remain tight-lipped on the details.