Monday, August 17, 2015

That is SO last week

Last week, The New York Times reported on Amazon’s “bruising workplace” and described Amazon’s theory that “conflict brings about innovation.” According to the article, Amazon employees are encouraged to criticize each other, both in face to face meetings and to each other’s supervisors.  Amazon uses technology called “Collaborative Anytime Feedback” to capture employees’ opinions of each other and create a “stack ranking” based on employee input. Amazon founder Jeff Bezos responded to the article, saying “Anyone working in a company like the one described by the NYT would be crazy to stay – I know I would leave.”  Amazon employees also provided their responses, with some arguing that the article was false and blown out of proportion.

  • The EEOC announced that a trucking company agreed to pay $200,000 to settle claims related to its pre-employment medical testing 
  • A jury awarded a female server over $1 million for her sexual harassment claims. The server claimed she was groped by a guest who was allowed to continue to patronize the facility following her complaints.   
  • Major League Baseball announced plans to increase its hiring of women and minorities, while Apple released a new report showing it has increased diversity hires.   
  • The Colorado Court of Appeals held that a baker cannot use his free-speech rights or religious beliefs to discriminate against a same-sex couple.
  • Entrepreneur described the five HR tasks that can be made easier with technology.   
  • After pointing out Facebook privacy flaws, a Harvard student lost his internship with the social media giant.  
  • Bloomberg Business explained why some companies want biometric data on their employees.  
  • TLNT cautioned that HR technology should use only the data that is necessary.   
  • Talent Culture argued that even with data analytics, humans still need to make decisions in human resources. 
In other developments 
  • Kohl’s lost a bid to stop a former technology officer from joining a competitor, even though the officer had a non-compete agreement.
  • The Eighth Circuit Court of Appeals highlighted how one employer’s actions demonstrated “the need for the FMLA.”
Posted by Kate Bischoff 
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