If your company has been sued by an angry ex-employee — or has otherwise come under the gun for violating the Fair Labor Standards Act (FLSA), state labor laws, or anti-discrimination laws — you know that you need to change your core operating procedures.
You are deeply proud of your company. But you are equally disturbed by allegations that one of your employees was harassed, discriminated against, or subjected to other bad treatment. These allegations pose challenges for your business on different levels. On the purely tactical side, for instance, you may need to deal with a lawsuit and make urgent changes to your Human Resources processes.
The City of Los Angeles is forking over a ton of dough to trash collectors, after a dispute over workday napping. In August, the city agreed to settle a $26 million suit over the city’s prohibition against trash truck drivers taking naps during their breaks.
According to Jim Collins, a respected business analyst and bestselling author of books like Good to Great, Built to Last, and Great by Choice, truly “great” companies distinguish themselves by identifying and clinging to important core values.
A jury has awarded a University of California-Davis nurse $730,000, based on her claims that supervisors had ruined her career after she blew the whistle on an unethical research study. The Sacramento Bee reports that a Sacramento Superior Court jury awarded the verdict in August, after seven years of litigation.
Actress Katherine Heigl has settled with drugstore chain Duane Reade, owned by parent company Walgreens, over the use of a photo of the actress leaving one of the company’s stores. The actress took issue with the drugstore chain blasting out a paparazzi photo of her, shopping bags in hand, to its Twitter and Facebook users with the caption, “Even @KatieHeigl can’t resist shopping #NYC’s favorite drugstore.” Heigl did not formally endorse the drugstore, nor did she approve the advertising via Duane Reade’s social media accounts.