Employment Enterprises Blog
As the breaking news tells us every day, we are in a transformative time when it comes to how harassment is reported and handled in the workplace. From Hollywood to Rockefeller Center and everywhere in-between, employers must be prepared. Blank Rome’s unique multi-disciplinary approach includes highly-skilled lawyers from our Labor & Employment, Insurance Recovery, White Collar Defense & Investigations, and SEC practice groups. We represent companies, boards of directors, senior executives, and individuals, including public officials, who confront a wide range of harassment allegations. We also help companies develop and update their current policies and procedures to help prevent–or at least mitigate–any harassment issues that may arise.
As organizations become places of shared community, workers are craving a sense of belonging and celebration of life events at work. They want to bring their whole, authentic selves to the workplace.
Oops, you did it again. You know what I’m talking about. You made the wrong choice and hired the wrong person.
With cold and flu season in full swing, we frequently receive phone calls from employers asking if they can require their employees to receive flu shots. Generally, employers may impose such requirements if they offer reasonable accommodations to employees with disabilities or sincerely-held religious beliefs. A recent precedential decision from the U.S. Court of Appeals for the Third Circuit–the intermediate appellate federal court that covers Pennsylvania, New Jersey, and Delaware–addressed what constitutes a “religious” belief in this context.