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Partner & Head of Commercial Employment, Jennifer Smith will be the guest speaker at this exclusive GM Business Growth Hub webinar designed to help businesses navigate today’s dynamic workplace environment. Why You Should Attend: ✅ Valuable Insights: Dive into key topics like Sexual Harassment, Sick Pay Day One, and Day One Rights. ✅ Expert Guidance: Hear actionable advice ✅ Stay Ahead: Learn about the latest updates in employment law and how they impact your business. ✅ Interactive Q&A: Engage with an experienced employment lawyer during a live Q&A. Register Now and secure your spot using the link in the comments below. #EmploymentLaw #BusinessGrowth #HRInsights

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

Another day, another train! I actually love having the commute time to myself 🚂 The (rubbish!) internet and phone signal allows for blue sky thinking… and the weather is even cooperating today too!! ⛅️ Focus for the journey: Would a one-pager guidance note with some “helpful phrases” to call out subtle harassment behaviours be useful? For example… How many times have you: • heard a “joke” or a comment; and • it made you feel uncomfortable… BUT, you didn’t call it out? I know I’ve been guilty of this. There can be a whole heap of reasons: ➡️ Didn’t want to be accused over-reacting or difficult ➡️ Didn’t feel you could (maybe because of the person’s seniority) ➡️ Maybe, you just didn’t know what to say Would a one-pager of example statements help you to call out these behaviours? Top tips: - Address calmly - Address assertively - Use “I” statements such as “I feel uncomfortable” - Clarify “it sounded like… is that what you really meant?” - Identify an ally or be an ally so you can call out harm being done Time to get drafting 🖊️ ……………………………………………………………………………………………………………………………………………… 🚨 If you liked this post and want to learn more about simplifying employment law challenges click on 🔔 at the top of my profile, follow or send me a connection request.

Everyone deserves a safe workplace where they can focus and feel confident on the job. If you're facing harassment at work, know that Rodman Employment Law is here to provide the legal guidance you need to move toward a positive outcome. . . . #WorkplaceHarassment #SafeWorkplace #KnowYourRights #EmploymentLaw

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.

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

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

🔍 Does harassment have to happen at work to be illegal? 🤔 In this quick reel, we break down the truth about workplace harassment and your rights! 🚨 Whether it's in the office or outside of it, harassment can take many forms and knowing the law is essential. #KnowYourRights If you or someone you know has experienced harassment, don’t hesitate to reach out. Our team at Ace Law Group is here to help you navigate your rights and options. Free* confidential consultation ☎️ 702.333.4ACE (223) ¡Se habla español! 💼 (*Some employment law cases are excluded.)

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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!