Discrimination and Harassment

Discrimination and harassment claims often increase in a down economy. Learn the proper techniques for conducing proper workplace harassment investigations, providing sexual harassment training, and more to reduce claims of employment discrimination and preventing sexual harassment in the workplace.

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A Connecticut garment maker will pay $80,000 to settle an EEOC sexual harassment lawsuit.
When transfer requests are routine, refusing one may be retaliation. Recent case: Corene, a teacher, said her performance evaluation was biased. She complained internally and filed a discrimination complaint. Shortly after, her request for a transfer to another school was rejected. She sued, adding retaliation to her complaint. The lower court dismissed her lawsuit, but […]
If you learn a manager made an age-related comment, don’t panic. Context is everything.  An obvious discriminatory statement— “I am terminating you because you are old”—is one thing. However, a general comment—for example, about the advantages of accepting a retirement package as an older employee—probably isn’t biased.
There is good news for employers that have to mediate workplace disputes that can fairly be characterized as personality clashes between co-workers.
A “sheltered workplace” in Bloomington, Minnesota, where disabled employees are paid pennies on the dollar may face changes following a Minnesota Department of Human Rights ruling. DHR Commissioner Kevin Lindsey found probable cause that Opportunity Partners discriminated against a disabled worker when it refused to consider him for one of its fully paid staff positions.

Want to get the attention of bosses who’ve demonstrated borderline harassing behavior in the past? Scare them straight with the eye-opening news that being on the losing end of a harassment lawsuit could mean more than just bad news for the company.

Rules that are unclear, vague or poorly worded can spell trouble if they end up being applied differently to some employees and not others. That’s one reason you should pay careful attention to the language in your policies.
The EEOC is moving forward with an aggressive, new stance that discrimination on the basis of sexual orientation and gender identity constitutes sex discrimination under Title VII of the Civil Rights Act. Discrimination complaints filed by lesbian, gay, bisexual and transgender employees have led to several big settlements.

There is rarely a reason to note an employee’s age on official company documents. There’s no reason to list birthdates, for example, on seniority lists when seniority is based on years of service. Doing makes an age discrimination lawsuit more likely.

East San Jose-based Peters’ Bakery has agreed to settle charges the bakery’s owner verbally abused and harassed a Latina employee because of her national origin.
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