The impact of bans on salary-history questions | Bringing diversity, inclusion efforts to the contingent workforce | Company must compensate teens fired for seeking equal pay
New York City law prevents companies from asking about salary history, and other jurisdictions are adopting similar measures. Here are four implications for job seekers to consider.
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More than 40% of working Americans are part of the contingent workforce, according to data from MBO Partners. K.H. Brown Solutions' Kanita Brown and Hire Talent's Leslie Marsh recommend leaders work to standardize diversity definitions and create inclusive micro communities to extend diversity efforts to contingent labor programs.
A survey of obese adults, health care providers and employer representatives showed only half of obese adults viewed themselves as obese and just 17% saw an employer-sponsored wellness program as helpful for losing weight. The study, published in the journal Obesity, showed 18% of 153 employer representatives said they felt responsible for contributing to employee weight-loss efforts.
An appellate court has upheld a ruling that a steel-plant employee had no grounds to sue his former employer for a harassment claim because the company acted immediately to address the allegation. The company investigated, imposed a suspension and ordered a leadership class for the manager accused, which the court deemed an adequate response.
Basketball coach Camille LeNoir is suing New Mexico State University for allegedly rescinding a job offer after discovering from a YouTube video she no longer identifies as gay and considers homosexuality wrong. LeNoir says the university is discriminating, but the school says her comments hurt her "ability to effectively coach and recruit players who identify as LGBT."
