High court rules on sex harassment
Article Abstract:
In the case of Meritor Savings Bank FSB vs. Vinson, the Supreme Court remanded the case of a woman employee claiming damage due to sexual harassment to a trial judge for determination as to whether the alleged sexual advances were welcomed or unwelcomed by the woman. The case involves, among other items, the employer's responsibility for sexual harassment committed by its supervisors. The case is unclear on this point;consequently, employers are advised to prepare written policy statements condemning sexual harassment in the work environment, disseminate the written statement to all employees, encourage employees to report sexual harassment incidents and provide an alternative to supervisors for employees to report such incidents to.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1986
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DOT finalizes drug testing rules
Article Abstract:
Four million employees in rail, aviation, the Coast Guard, mass transit, pipeline, and trucking are covered by final rules adopted by the Department of Transportation (DOT) regarding drug testing. The rules went into effect on 16 December 1989 and stipulate that workers in safety-sensitive occupations will be subject to both pre-employment and random drug testing. Routine physicals may also be conducted under reasonable suspicion after an accident. The drug testing will be used only to determine if marijuana, opiates, cocaine, PCP, or amphetamines are present. The DOT regulations also include drug testing requirements to ensure quality control, security measures for drug testing laboratories, and clear and well-documented procedures.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
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Recent developments under IRCA
Article Abstract:
Interim regulations issued by the Immigration and Naturalization Service (INS) and a 1990 court decision have clarified employer requirements for record keeping and the determination of the eligibility of applicants for employment under the Immigration Reform and Control Act of 1986 (IRCA). The court decision held that sporadic employment without a continuous contract is equivalent to rehiring an employee for each job for the purpose of compliance with IRCA. The INS interim regulations clear up confusion caused by previous regulations and incorporate new court decisions on IRCA employer sanctions.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
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- Abstracts: The indivisibility of risk - the management of employee benefits and care for the elderly. Health care benefits in Egypt
- Abstracts: Federal agency enforcement activities. California wrongful discharge developments. Developments in job-related polygraph examinations
- Abstracts: How employees respond to profit sharing. Developments in human resource management in manufacturing in modern Britain
- Abstracts: Training groups to collaborate. Land of opportunity. Achieving technological fit
- Abstracts: An analysis of multi-union elections involving incumbent unions. Determinants of union election outcomes in the non-hospital health care industry