Welcome to Compli’s year-end blog countdown! To mark the end of 2018, we’re taking a look back at our most popular dealer-related blog posts over the last 12 months—the articles you read, shared, and emailed us about the most this year.
So, without further ado (and because everyone skips past these introductions anyway), let’s get to it. Drumroll, please…
For automotive dealerships and lenders, December 14th, 2017 might go down in history. That was the date last year when the Department of Defense dropped a bombshell (not literally) on the auto finance industry by issuing a new interpretation of the Military Lending Act. The new interpretation imposes a range of restrictions and requirements on creditors who provide credit-related products and services—such as cash-out financings and financing for Guaranteed Auto Protection, credit life, and credit disability—to active-duty members of the US armed forces and those members’ dependents.
The kicker? The rule extends to transactions dating back to October 3rd, 2016. Maybe that’s the date that will go down in history.
Dismissal isn’t fun for anyone. Certainly, many of us have experienced the pain of being fired or laid off at some point during our careers, but it’s no breezy meeting for the person on the other side of the table, either. If you’ve ever had the misfortune of having to terminate an employee, you’re probably familiar with the stomach-churning feeling that comes before telling someone that they’ve failed to do their job and need to pack up their things.
That feeling, it turns out, isn’t too different from the one you’re likely to experience after learning that said individual is suing you for wrongful termination. And in that scenario, it’s not just a difficult conversation hanging over your head, but the potential to lose a whole lot of money.
Whatever it looks like, wherever it occurs, harassment takes a massive toll—not only on those who experience it, but the organizations for which they work. In 2016, more than 6,700 charges of sexual harassment were filed with the Equal Employment Opportunity Commission. In that year, the EEOC obtained more than $40.7 million dollars in monetary benefits on behalf of sexually harassed employees. Keep in mind that that statistic doesn’t include the millions of dollars obtained by harassed employees through litigation. And, for the victim, there are also less visible, indirect costs incurred by harassment, including reputational harm, missed opportunities, mental health issues, and physical health problems.
If you’ve been following the news or paying attention to your social media feeds, you probably know much of this already. But sexual harassment, the kind the #TimesUp and #MeToo campaigns seek to address, is only one type of harassment. Workplace harassment based on race, disability, age, religion, national origin, gender identity, or sexual orientation can occur just as frequently, and in the eyes of the law, it’s just as serious.
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