My colleague, Marc Herman, returns today to talk about a subject that doesn’t get a lot of attention but may as the technology makes genetic information more accessible.  But just because it’s more accessible, doesn’t make it right. Particularly if you suspect something “smelly” in your workplace. 

hermanIt’s not often that it comes up, but

With all the legislative developments in Connecticut over the last year or so, it’s tough to keep track of all of the changes that your company needs to consider to update your employee handbook and employment policies.

Here’s a (non-exhaustive) list of some of the changes to consider with a link to more information on each of them.

1) For your EEO policies, be sure to add “gender identity” as a protected category.   You may also want to consider adding language that your company will not discriminate based on “any other protected category under state or federal law” to protect you.
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So with the Supreme Court’s decision last week, there’s lots of other items that have slipped under the radar. (It’s Daylight Savings Time this Saturday, for example, which means spring is right around the corner.) Here’s some of things you might have missed:

  • Wellness programs are all the rage. But do they violate GINA? That’s the

Over the weekend, I was asked: How do you keep coming up with ideas for the blog? My response was that I use Google Reader to flag stories that may be of interest.

Unfortunately, over the last few weeks, I’ve been flagging more stories than I’ve had time to write about.  So, now seems

Keeping track of workplace posters is assuredly one of the most mundane aspects for a human resources department but for the next few weeks, perhaps it’ll get a little more exciting.

For the first time in a while, employers that are covered by federal anti-discrimination laws (typically 15 or more employees) will need to update