Maintaining a clean and healthy office may be harder than you think. For example, did you know that 1 in 3 office workers have witnessed co-workers leaving restrooms without washing their hands? Or the fact that 53% of Americans don’t wash their hands after exchanging money? Or even that the average person touches 300 surfaces every 30 minutes, potentially exposing themselves to 840,000 germs?

These and other alarming facts in the following infographic by Best Choice Reviews.

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With the average employer receiving more than 100 applications per job opening these days, how can one stand out if they are fortunate enough to get to the interview stage? This infographic from Interview Success Formula illustrates how job seekers can read the most common types of interviewers and how to succeed in the process.

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Women have been making great strides recently in the business world. In 2012 alone, women made up 43 percent of people who took the GMAT. That is a huge leap from 2009 – 39% to be exact. The following infographic by BestHealthcareMBA explores some interesting facts and statistics about the current state of women in business.

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What do women want at work? What does success mean to them? What are their biggest challenge at work? The folks at LinkedIn asked these very questions (and more) to thousands of professional women around the globe in order to gain a better understanding of the challenges facing women in their careers as well as what success means to them and how that’s changed over the past several years.

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Did you know that 29.5% of unemployed Americans have been jobless for a year or more? That totals 3.9 million workers, which is the equivalent to the population of Oregon! While the recession might be over according to economists, the financial future of many American employees still seem pretty bleak.

Learn more about unemployment in the United States in the infographic below published by DomainName.com.

A recent survey reveals how American workers feel about their job and even more specific, their boss. In fact, 70 % of employees say they would be happier at work if they had a better relationship with their boss. We all know how a boss can make your work heaven or hell. In light of this, the folks at worldwidelearn.com have put together this infographic that reveals how American workers feel about their job and their boss.

Corporate culture is a set of tacit understandings and beliefs that form the foundation of how an organization functions. What exactly defines that culture? It could be individual and team behaviors, the corporate definitions of norms, the company’s specific processes, of even how individuals and the organization make decisions.

This infographic from Human Resources MBA Degree Guide takes a deeper look into the “Corporate Culture Mindset.”

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In a case of first impression, we are asked to determine whether an employee who has exhausted all permissible leave available under the Pregnancy Disability Leave Law (PDLL), Government Code section 12945, may nevertheless state a cause of action under the California Fair Employment and Housing Act (FEHA), section 12900 et seq. The superior court concluded that appellant, disabled by a high-risk pregnancy, failed to state a claim under the FEHA because her employer had granted her the maximum leave provided under the PDLL before terminating her due to her failure to return to work. We conclude the allegations in appellant’s first amended complaint (FAC) are sufficient to state a prima facie case under the FEHA for employment discrimination. Accordingly, we reverse the superior court’s order dismissing the FAC.

http://www.courts.ca.gov/opinions/documents/B237761.PDF

What are some of the expectations of Generation Yers in the workplace, a group of people born in the 1980′s and 1990′s, typically regarded as increasingly familiar with digital and electronic technology? This infographic from Vodaphone Global Enterprise provides the details.

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A bus driver alleged that she was fired by the City of Santa Monica(the City) because of her pregnancy in violation of the prohibition on sex discrimination in the Fair Employment and Housing Act (FEHA). The City claimed that she had been fired for poor job performance. At trial, the City asked the court to instruct the jury that if it found a mix of discriminatory and legitimate motives, the City could avoid liability by proving that a legitimate motive alone would have led it to make the same decision to fire her. The trial court refused the instruction, and the jury returned a substantial verdict for the employee. The Court of Appeal reversed, holding that the requested instruction was legally correct and that refusal to give it was prejudicial error.

We conclude that the Court of Appeal was correct in part. We hold that under the FEHA, when a jury finds that unlawful discrimination was a substantial factor motivating a termination of employment, and when the employer proves it would have made the same decision absent such discrimination, a court may not award damages, backpay, or an order of reinstatement. But the employer does not escape liability. In light of the FEHA’s express purpose of not only redressing but also preventing and deterring unlawful discrimination in the workplace, the plaintiff in this circumstance could still be awarded, where appropriate, declaratory relief or injunctive relief to stop discriminatory practices. In addition, the plaintiff may be eligible for reasonable attorney’s fees and costs. Therefore, we affirm the Court of Appeal’s judgment overturning the damages verdict in this case and remand for further proceedings in accordance with the instructions set forth below.

http://www.courts.ca.gov/opinions/documents/S181004A.PDF