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Last chance to sign up for my 'live' webinar this afternoon at 2.00 pm. If you can't join me live, those who sign up will still receive the factsheet and a link to view the webinar afterwards. I have had some questions about employment law and how it differs from country to country—I won't be covering employment law in this session. It is a general awareness session covering toxic personality types, traits, victims, tips, tools, and advice for managing toxic bosses, colleagues and workplaces. I hope you can join me! Link in comments section below. #narcissism #webinar #narcissismtraining #toxicworkplace #toxicboss #toxicworkenvironment

Navigating online defamation against your business requires strategic responses by employers across all industries. In Best Lawyers, Adams and Reese #laborandemployment attorneys Brent Siler and Annabelle (Belle) Harris explain how to leverage contracts, understand social media limitations, and the risks of legal action in their published article, “An Employer’s Guidebook to Responding to Online Harassment”. Read more >> https://lnkd.in/gHj-QycW #Employers #Workplace #OnlineHarassment #Business 

Are you a victim of offensive behavior and discriminatory conduct at work? Here's what you can do to protect yourself and your rights: ✔ Create a detailed record of each incident ✔ Inform your supervisor or HR department immediately ✔ File a formal complaint and request a copy for your records ✔ Consult with an employment lawyer can be invaluable Read more in our article, What is a Hostile Work Environment in Legal Terms? https://lnkd.in/evrdVFuE #LegalFix #AccessToJustice #LegalTech

In today’s evolving work environment, the use of recordings is becoming more common, but what are the legal implications? I’ve explored a recent case and how employees and employers alike can navigate this tricky area. Check out the article to learn more below.

Workplace harassment can have serious consequences on your well-being, career, and life. No one should have to endure a toxic work environment. We’re dedicated to protecting your rights and ensuring justice is served. Our team specializes in employment law, and we’re here to help you navigate these challenges. Whether it’s harassment, discrimination, or any other unlawful behavior, we stand by your side to take action. 📅 Book a consultation today to discuss your situation confidentially and learn about the legal options available to you. Don’t let harassment go unchallenged—let us help you reclaim your peace of mind. ⚖️Cramer Law Group | Employment Lawyers Who Make Work Life Better 📍 161 N. Clark St, Suite 1700, Chicago, IL 60601 📲 312-924-0219 🌐 cramer-law.com #EmploymentLaw #WorkplaceHarassment #LegalSupport #ProtectYourRights #CramerLawGroup

Thank you to Anne Cullen at Law360 for quoting me in this article. Workplace "investigations" can be extremely confusing for employees. Often when folks think of investigations, they think it's like what good law enforcement might do. Not so. By law, an employer investigation only has to reach the low threshold of reasonableness, and we're not talking about good law enforcements standards. Courts are pretty clear that employers are not required to act as mini law enforcement agencies. Spoiler alert, the court granted summary judgment in favor of Delta. If I were judge in this case, I would have let the issue go to the jury, as it was a close call whether Delta's investigation met the minimal reasonableness standard. That's what juries are for. Moral for employees: If you report wrongdoing and your employer conducts an "investigation," don't expect it turn over every stone to get to the right answer. Though you generally do not have a right to have your attorney participate, it doesn't hurt to have counsel help walk you through it behind the scenes. Additionally, workplace investigations are private; thus, except in very rare circumstances, you do not have a 5th Amendment Right to refuse to participate. If you employer wants to talk to you, you have to attend an interview, or lawfully risk losing your job. Finally, just because employers have to meet a minimal standard, you can still beat them in court. Indeed, sometimes employers don't do any real investigation at all. Moral for employers: consider hiring a law firm to conduct the investigation, especially when allegations involve sexual misconduct. There are many great management-side attorneys that provide this service. These lawyers have training and experience in this area; most HR professionals do not. https://lnkd.in/ez6ZThqi

Attention Employees: Know Your Rights! I often encounter individuals who are unsure if they have been wrongfully terminated. If you believe you have been unjustly dismissed from your job, it's crucial to understand the key elements of a wrongful termination case: 1️ **Employment Contract**: Review your employment contract or any written agreements. Breach of contract can be a strong basis for a wrongful termination claim. 2️ **Discrimination**: If your termination was based on race, gender, age, religion, disability, or any other protected characteristic, you may have a case under anti-discrimination laws. 3️ **Retaliation**: Were you fired after reporting illegal activities, harassment, or unsafe working conditions? Retaliation for whistleblowing or asserting your rights is unlawful. 4️ **Public Policy Violations**: Termination for reasons that violate public policy, such as refusing to engage in illegal activities or taking time off for jury duty, can also be grounds for a claim. 5️ **Documentation**: Gather all relevant documents, including emails, performance reviews, and any correspondence related to your termination. This evidence can be critical in building your case. If you suspect you have been wrongfully terminated, don't hesitate to seek legal advice. THERE ARE VERY SHORT DEADLINES WHICH CAN TERMINATE YOUR RIGHTS. So, you should act now -- Your rights and livelihood are too important to ignore. Contact our office today for a consultation and let us help you navigate this challenging time. #EmploymentLaw #WrongfulTermination #KnowYourRights #LegalAdvice #WorkplaceJustice --- Feel free to adjust any details to better fit your specific practice or audience!

With the increase in workplace recordings, it’s crucial to understand the legal boundaries and potential risks. This article breaks down what employees and employers should be aware of in today’s work environment. A worthwhile read for anyone interested in staying informed.

Q. What are the 6 factual elements of a workplace investigation allegation?   A. For a workplace investigation an allegation should be sufficiently particularised so that the Respondent fully understands what they are alleged to have done.   Each allegation may contain these six elements...   1️⃣ What?   What is alleged to have been done or said? This must include the specifics of the actual conduct under investigation, like touching or yelling and the details of that conduct such as the precise words said, the tone, the volume and so on.   2️⃣ Who?   The identities of the people involved, which is typically the Complainant and the Respondent.   3️⃣ When?   The time and date of the alleged conduct, and if repeated, how often/how many times, over what period of time (and on what dates, if possible).   4️⃣ Where?   The precise location where the conduct allegedly occurred.   5️⃣ How?   If relevant, how the conduct made the Complainant feel.   6️⃣ Why?   If not already evident, why this conduct was wrong, and also, if relevant, include the ‘why’ of what is alleged the Respondent did, such as intention, in retaliation or with recklessness.   Have I missed anything here?   ---- Please feel free to repost this post by tapping the 🔁 button below if you think your connections would enjoy it. #gettingbeyondhesaidshesaid #humanresources #pointyendofhr #employmentlaw 

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