Employees and supervisors often assume that any inappropriate physical contact is automatically a hostile work environment. But the Eleventh Circuit continues to apply one of the strictest “severe or pervasive” standards in the country. This case shows just how high that bar is. This is part two of the
G
ive your career the visibility it deserves. Learn how to transform your reputation and digital presence with insights from career expert Madeline Mackey. Find out how to optimize your LinkedIn, shape how others perceive you professionally, and leverage your authentic strengths to attract promotions, mentorships, an
d
leadership roles. Resources fr
om this episode: 5 Strategies to Get More from LinkedIn as an HR Pro – https://www.shrm.org/topics-tools/news/hr-quarterly/5-strategies-to-get-more-fro
m
-l
inkedin-as-hr-pro https://www.shrm.org/topics-tools/news/hr-quarterly/5-strategies-to-get-
m
o
re-from-linkedin-as-hr-pro Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered strai
g
ht to
your inbox: https://shrm.co/fg444d — Explore SHRM’s all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and
G
ive your career the visibility it deserves. Learn how to transform your reputation and digital presence with insights from career expert Madelyn Mackie. Find out how to optimize your LinkedIn, shape how others perceive you professionally, and leverage your authentic strengths to attract promotions, mentorships, an
d
leadership roles. Resources fr
om this episode: 5 Strategies to Get More from LinkedIn as an HR Pro – https://www.shrm.org/topics-tools/news/hr-quarterly/5-strategies-to-get-more-fro
m
-l
inkedin-as-hr-pro https://www.shrm.org/topics-tools/news/hr-quarterly/5-strategies-to-get-
m
o
re-from-linkedin-as-hr-pro Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered strai
g
ht to
your inbox: https://shrm.co/fg444d — Explore SHRM’s all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and
Some workplace retaliation theories sound plausible at first glance. But Title VII’s protections are far narrower than many employees assume. A recent Eleventh Circuit decision digs into a niche but important point: whether a criminal subpoena can qualify as Title VII “participation.” This is part one of two. Tomorrow, we
Send us a textWhen two sisters who own a Dairy Queen are on the receiving end of a pay violation lawsuit, they are stunned. Theyâve worked hard to create a âsecond chancesâ work environment and always paid their employees on time – even giving employees advances when they need it. They quickly learned that the lawsuit wasnât for neglecting to pay their employees, but rather the frequency at which they paid them.Todayâs story emphasizes the importance of knowing state laws to avoid a sneaky lawsuit. Good intentions donât replace good systems, and a system failure can result in an expensive payout. Support the showOur new book…The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don’t forget to rate our podcast, it really helps other people find it!Do you have a situation or topic youâd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.
