What is cliff vesting? Cliff vesting means an employee becomes 100 percent vested (and entitled to the full amount of promised pension benefits) all at once. When an employer offers graduated vesting, the employee obtains the absolute right to his benefits over time. For instance, an employee might become 20 percent vested after one year; 50 percent vested after two years and 100 percent vested after three years. With cliff vesting, an employee who leaves the company before the designated vesting time will leave with no portion of the employer-provided retirement benefits at all. → Read More
The Age Discrimination in Employment Act: Guide to ADEA for Employees The Age Discrimination in Employment Act (ADEA) was enacted in 1967 by the federal government to remedy the problems that come with an aging workforce. The ADEA protects current and prospective employees, age 40 or older, by prohibiting employer discrimination based on age. However, while ADEA’s protections are broad, not every employee and employer falls within the provisions of the ADEA. → Read More
Is an employer allowed to humiliate employees and call them derogatory names? (2025 Laws) Is an employer allowed to humiliate employees and call them derogatory names? Legal coverage for workplace disputes, including harassment and discrimination, can start at $20/month…. → Read More
Can my employer treat me differently than other employees? (2025 Legal Answers) You may ask, ‘Can my employer treat me differently than other employees?’ Understanding the specific data rates that account for 30% of employee evaluations is… → Read More
What legal recourse do I have against my boss who bullies and harasses me to the point where I am on medical leave for anxiety? Though your workplace may be incredibly stressful and unpleasant and your boss a mean bully who makes your life miserable, this is legal, absent violations… → Read More
Pregnancy at Work: Employer Questions and Employee Disclosure An employer may not ask an employee or applicant whether she is pregnant. Inquiring about pregnancy or basing employment decisions on pregnancy violates labor law and can result in legal liability for the employee. → Read More
What factors determine a hostile workplace environment? To determine whether a work environment is hostile, EEOC investigators look at the following factors. It is not, however, just one of these factors that sways a workplace harassment case. An assessment is made based upon the totality of the circumstances. → Read More
Can my employer retaliate against me for filing a claim with the EEOC? Your employer cannot legally retaliate against you for filing a sexual harassment or discrimination charge with the EEOC. It is unlawful for an employer to retaliate against someone who files a charge of discrimination, participates in an investigation, or opposes discriminatory practices. Individuals who believe that they have been retaliated against should contact the Equal Employment Opportunity Commission (EEOC) or a lawyer immediately. → Read More
I am an employer. What can I do to prevent sexual harassment in my workplace? Employers must be proactive in preventing workplace harassment in order to avoid civil liability. Employers can be liable for both quid pro quo sexual harassment and for hostile work environment harassment, unless they make a reasonable effort to prevent harassing behaviors. → Read More
Is it possible to bring a sexual harassment claim after a voluntary workplace relationship ends? The end of a voluntary workplace love affair, especially when one party does not want the relationship to end, can sometimes lead to cases of sexual harassment.In legal terminology, this type of sexual harassment situation is known as “quid pro quo,” a phrase that literally means “this for that.” This situation typically occurs when one member of the voluntary relationship occupies a position of power relative to the other, and unfortunately decides to use that position of power to convince the other party to engage with him or her in a sexual context. → Read More
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