Shorter is better.
Why? The slang TL;DR comes to mind.
But it turns out there’s an educational component too — at least according to the results of a new study that examined workplace contracts.
In the study, published in the Journal of Personality & Social Psychology and recapped by Insights by Stanford Business School
Gender bias in the workplace is the subject of hundreds of scholarly articles and even more cases by courts.
But a recently-published study looked at whether the working status of a married man affects the man’s attitude of women in the workplace.
The conclusion? It’s not pretty.
We found that marriage structure has important implications
The Hartford Courant and Fox CT last week released their list of “Top Workplaces” in the Greater Hartford area.
In a column accompanying it, columnist Dan Haar suggests the ingredients that go into a good place to work: Passion, Freedom & Direction. He states:
One common thread is a system that shows respect
UPDATED 5/14/13 3p
With just a few weeks left in what has turned out to be a very unpredictable legislative session in Connecticut, there are still several bills up for consideration that employers need to be on the look out for. (I’ve touched on some others earlier this month here and here.)
Employer Access to
Over the last week, two unrelated stories caught my eye. For employers, they are a reminder that claims of pay inequality based on gender are still something to be concerned about.
The first story is that Governor Malloy announced plans for a new study to examine “factors that contribute to the gender wage gap in Connecticut’s workforce.”
The study will be run by new Connecticut Department of Labor Commissioner Sharon Palmer and Department of Economic Development Commissioner Catherine Smith. The Governor has asked the commissioners to make recommendations on the issue by October 2013.
I’ve talked about this issue before; there are some who believe that the wage gap is overstated. But the study will make headlines this year and this renewed focus in Connecticut on the issue should have employers revisiting their own practices.
The second story illustrates the claim in much more real world terms and shows the perils of trying to navigate your way through such claims.
In Morse v. Pratt & Whitney, decided last week, a federal court — among other issues — denied an employer’s motion for summary judgment on an Title VII unequal pay claim.
Continue Reading Gender Inequality Claims Make Headlines in Case and in New Study
Returning from the ABA Meeting today, there were two stories over the last couple of days that have received some press. Taken together, they show the difficulties that companies and individuals have in predicting both the outcome of lawsuits and the cos
ts of them.
First, the stories:
The concept of names is getting a great deal of press in Connecticut — no doubt over the story of some Yale Law students who are naming names of individuals who allegedly posted comments about them on an internet board.
Of course, you can always change your name (though not that easily), but
I have often said that whether an employee is viewed as being treated "fairly" may predict whether an employment decision will later be upheld by a judge or jury. 
A recent study, however, shows that issues of "fairness" relating to employment decision may also affect a worker’s outlook on life. A Washington Post article has
Conventional wisdom is that healthy and happy employees lead to better results for the workplace. As a result, many employers offer Employee Assistance Programs (EAP) for their employees, including the U.S. government. Now, there is additional scientific evidence of that theory in a study involving depression.
A medical study published in this week’s Journal of the American Medical