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discriminatory conduct Tagged Articles



Expansion of Employee Retaliation Protection
Actions that employers should take in response to the Supreme Court's expansion of employee retaliation protection provided by Title VII.

Other discriminatory conduct Related Articles

Ten Commitments to Ethics and Personal Conduct For Business Coaches – From Your Strategic Thinking Business Coach
Business coaching remains a rapidly growing profession and one of the impacts of this rapid growth is more scrutiny of the profession. There have been some predictions that business coaching and other forms of coaching will experience increased criticism. This criticism may come in many different forms and today’s professional business coach needs to be able to recognize the criticism and the opportunity or opportunities that result from that criticism. One of the areas of criticism revolves around ethics and personal conduct and it is essential that these two items receive the highest priority in the business coach’s practice. Your Strategic Thinking Business Coach offers the following Ten Commitments to Ethics and Personal Conduct to help turn the criticism into compliments.

33 Radio Interview Tips by Publicist Scott Lorenz
Publicist Scott Lorenz has booked thousands of radio interviews for his clients. To help them conduct an excellent interview he gives them this list of very helpful radio interview tips to review before the interview. This comprehensive list is all that anyone would need to conduct a great radio interview.
Managing Performance: How To Conduct A Performance Review Right
One of the most common questions we get asked is: "We need to do annual performance reviews. Do you have a performance review form that we could use?" While admirable that the need to conduct a performance review is recognized, the purpose is often lost in the frenzy of filling out forms, setting up meetings with employees, and sitting through awkward, contrived discussions with them about their performance. The performance review is about managing and improving performance. It should be a motivating, inspiring process conducted not just once a year, but on a regular basis. In this article, we'll discuss how to effectively manage performance and provide tips for how and when to conduct a proper performance review.
Standards of Professional Conduct and Etiquette for Lawyer India
An Advocate shall, at all times, comport himself in a manner befitting his status as an officer of the Court, a privileged member of the community, and a gentleman, bearing in mind that what may be lawful and normal for a person who is not a member of the Bar, or for a member of the Bar in his non-professional capacity may still be improper for an advocate. Without prejudice to the generality of the foregoing obligation, an advocate shall fearlessly uphold the interests of his client, and in his conduct conform to the rules hereinafter mentioned both in letter and in spirit. The rules hereinafter mentioned contain cannons of conduct and etiquette adopted as general guides; yet specific mention thereof shall not be construed as a denial of the existence of others equally imperative though not specifically mentioned.
The Employment Interview --- How Hard Can It Be
Interviewing a new job candidate sounds easy. After all, you are in control. You have something to offer. You can select anyone you choose to select. Right? That sounds good but in reality interviewing a person to fill a job opening is one of the more difficult tasks you may face as a manager. It does require specific skills to do it right and increase your chance of hiring the ideal person for the job; the person that will stay and fit in with the culture of your company. That being said, I personally don't know of one company that has a formal program to train their managers on how to conduct an interview. Interview training is much the same as training managers how to conduct a performance review. It is a rarity to find a company that actually does it.

Professional Conduct and Etiquette for Lawyer India
An Advocate shall, at all times, comport himself in a manner befitting his status as an officer of the Court, a privileged member of the community, and a gentleman, bearing in mind that what may be lawful and normal for a person who is not a member of the Bar, or for a member of the Bar in his non-professional capacity may still be improper for an advocate. Without prejudice to the generality of the foregoing obligation, an advocate shall fearlessly uphold the interests of his client, and in his conduct conform to the rules hereinafter mentioned both in letter and in spirit. The rules hereinafter mentioned contain cannons of conduct and etiquette adopted as general guides; yet specific mention thereof shall not be construed as a denial of the existence of others equally imperative though not specifically mentioned.
Where Do You Stand on Employment Background Checks?
An employment background screening program must always balance the employer’s “need to know” with the fair employment rights of employees. The challenge is how to avoid discrimination while meeting the due diligence requirements the role or position requires. Clearly we can’t have it both ways. We can’t neglect to check the backgrounds of our workers, especially in sensitive positions, yet we also cannot use background checks in discriminatory ways.
Using Employment Tests
On today’s market, there are hundreds of extremely well-developed employment tests. However, many widely distributed and highly marketed tests do not meet generally accepted standards for test development and validation. Organizations considering the use of employment tests should carefully consider how the test was developed, the extent to which a test yields stable and consistent results, the relationship between test scores and sales success, and the non-discriminatory nature of the test.
A Lesson from a 4-Year-Old
If we were to conduct a poll among the readers of this column to determine how many of you could sing or dance, I fear that we would receive the overwhelming message that the vast majority of adults feel they have no talent in these areas. On the other hand, if we were to conduct the same poll among 4-year-olds, we would find that virtually all of them are convinced they can sing, and virtually all of them have confidence in their ability to dance.

Ethical/professional issues raised by Legal Outsourcing India
There is a five major ethical/professional conduct issues raised by LPO that is (1) Unauthorized practice of law by non-lawyers; (2) conflicts of interest; (3) client confidentiality; (4) client disclosure and consent; and (5) billing issues related to outsourcing. The Model Rules of Professional Conduct, the Formal Opinions issued by the ABA Committee on related subjects, and the recent opinion on LPO issued by the NYC Bar.

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