Religious accommodation claims are on the EEOC’s radar screen. This means that offering religious accommodations to employees and applicants must be on your radar screen as well.
Most dealerships know that they cannot discriminate against employees and applicants based on their religion. But employers are also required to provide a reasonable accommodation to an employee’s or applicant’s “sincerely held” religious beliefs, unless doing so would cause more than a minimal burden on the operations of your business. Common religious accommodations that dealerships should consider include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices. Read More
Does Your Dealership Have A Locker Room Mentality?
By Tillman Coffey – February 3, 2014 – Link to Original Article
If a year ago you had heard that conduct in an NFL locker room had resulted in a complaint of harassment and bullying, you might have assumed that the alleged victim was a female reporter. Few would have guessed that the alleged harasser and alleged victim both would be NFL linemen capable of bench pressing refrigerators. After all, these players function in an environment where taking and dishing out mental and physical abuse is all in a day’s work. Read More
NADA Releases Fair Credit Compliance Program for Dealers
By Forrest McConnell, III — NADA – Link to Original Article
Last year the Consumer Financial Protection Bureau issued fair credit “guidance” to indirect finance sources that seeks to change the way they compensate dealers for arranging financing. Since then NADA has led the charge in defending the dealer-assisted financing model, and is working to prevent the adverse consequences that government-imposed flat fees would cause for consumers, dealers and finance sources alike. Read More