8legs: Human resources

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#1 out of 5

Military.com notes there is no universal standard for a veteran-friendly workplace, but frameworks guide evaluation.
Leadership commitment is key to building a company culture that values military experience.
The article highlights frameworks like Military Friendly and VETS Indexes as notable evaluators.
Examples of veteran-friendly firms include JPMorgan Chase & Co. and Accenture with multiple initiatives.
The piece notes programs like Citi Salutes and partnerships with Hire Heroes USA as examples.
Veteran ERGs and dedicated career sites are listed as concrete supports used by firms.
The article emphasizes visible outcomes to sustain veteran programs over time.
The piece provides a starter list of diverse sectors showing active veteran programs.
The article cites the importance of data-driven results for accountability.
The report mentions specific veteran-focused events and collaboration with military organizations.

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#2 out of 5

New study links two-or-more women in top roles with notably stronger workplace safety records in U.S. firms.
Women-led companies showed about 14% lower likelihood of violations and 13.9% lower penalties on average.
Safety benefits rise when boards are diverse and investors back gender diversity, the study says.
Researchers suggest treating gender diversity as a risk-management lever for safety.
Lower workloads at women-led firms may explain safer workplaces, the study notes.
Workplace safety has broad implications for costs, productivity, and reputation.
The study analyzed 1,188 publicly traded U.S. companies over 19 years.
Penalties of at least $5,000 on safety violations were the study’s focus.
The researchers cite prior work linking female leadership with broader corporate benefits.
The study’s authors emphasize governance alignment for safety outcomes.

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#3 out of 5

Alberta’s Top Employers (2026) recognizes employers for advancing training, onboarding, and career progression.
The designation highlights in-house training and structured onboarding as key strategies to attract young workers.
Ontario-based Mediacorp Canada Inc. coordinates the Alberta Top Employers program and related Eluta.ca platform.
The winners were announced in an extended Calgary Herald and Edmonton Journal magazine, and on Eluta.ca.
Winners emphasized flexible benefits and career development amid a competitive labor market.
Alberta leads Canada in population growth with the youngest workforce in the country.
The eight criteria for selection include Training & Skills Development and Community Involvement.
The project aims to provide transparency and share best practices for employers and job-seekers.
The Alberta Top Employers program is open to any employer with a head office or principal place of business in Alberta.
The press materials were distributed by CNW Group with multimedia content available.

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#4 out of 5

crime18h ago

A Miami Tom Ford flagship is under EEOC scrutiny after a former employee alleges the store manager offered sexual favors to top clients.
The claims describe intimate acts in fitting rooms and the staff being asked to facilitate encounters with high-spending patrons.
The filing alleges staff were pressured to distract clients’ spouses and participate in sexual activities in-store.
The complaint was filed with the EEOC, which has opened an investigation into the allegations.
Tom Ford Fashion said the company is committed to a discrimination-free workplace and disputed the employee’s characterization.
The wave of allegations aligns with broader concerns about harassment in luxury retail, including high-profile brands.
The employee claimed top clients were flown to Milan for Tom Ford runway shows, signaling potential leverage tied to patronage.
Estée Lauder Companies bought Tom Ford Fashion in 2023 for about $2.8 billion, a detail mentioned in the filing.
The complaint identifies Mr. L, a supposed high-earning patron, as central to the alleged pressure for sex.

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#5 out of 5100.00%

Latest: UK tribunal finds disability harassment and awards £12,000 to Sophie Stone for a supervisor’s 'get back in your box' remark.
Stone has rejection sensitivity dysphoria and sought a break-out space at a summer party for coping with overwhelm.
tribunal ruling: comment related to disability and constituted harassment and failure to make reasonable adjustments.
Stone was awarded £12,000; other claims were dismissed.
Case: MA Business Limited faced scrutiny over reasonable adjustments and workspace accommodations.
Tribunal considered the impact of neurodivergence on workplace communication and support needs.
Stone’s condition is described as ‘moderate to severe’ dyslexia with processing and memory challenges.
Tribunal’s nuanced view on intent: comments may not reflect malice but still violate protections.
Stone’s case underscores employer duty to accommodate neurodivergent employees in the UK.
Tribunal's outcome could influence similar discrimination cases in UK workplaces.

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