No one is above the law, including your Massachusetts boss. The National Labor Relations Act and a variety of statutes overseen by the U.S. Equal Employment Opportunity Commission protect employees from hostile work environments, discrimination and unfair labor practices. There are also Massachusetts and local regulations that employers must follow.
The #MeToo and Time's Up Now movement is sparking much debate across the country, and your Massachusetts workplace is no exception. But just how prevalent is sexual harassment in companies across the U.S.? The infographic below highlights key findings from a recent CareerBuilder survey.
The wave of workplace harassment allegations dominating headlines in recent weeks has been a wake-up call to employers to review their anti-harassment policies in Massachusetts. However, the best-drafted policies are meaningless unless companies have an investigation protocol in place that mandates a prompt and thorough investigation of any complaints of sexual misconduct in the workplace.
Massachusetts G.L. ch. 151B is the state statute that prohibits discrimination based on disability, and the interpretation of that statute sometimes differs from the federal Americans with Disabilities Act (ADA). One area where the two statutes diverge is an employer's obligation to transfer an employee to a vacant position.
Absent a written agreement in Massachusetts stating otherwise, employment relationships are presumed to be at-will. In other words, an employer can terminate an employee at any time for any reason, or for no reason, so long as it's not for a discriminatory or other illegal reason. Likewise, an employee is free to leave a job at any time.