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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 recent case from the 8th Circuit shows that sometimes, the best investigator isn't someone from your own HR department.
A jury just awarded a record-setting sum to a California woman who, after 36 years on the job, was replaced by a much younger man.
The EEOC has reached a $975,000 settlement with two IHOP franchises in Illinois over allegations that management turned a blind eye to sexual harassment directed at teenage employees.
Be sure to warn supervisors and managers that if an employee has filed an EEOC or internal complaint or a state or federal lawsuit, deleting texts or emails related even tangentially to the underlying complaint can be risky.
Disabled workers are entitled to reasonable accommodations so they can perform their jobs, and freedom from harassment based on their disability. Neither of those protections means disabled workers can’t be criticized or punished for workplace behavior that breaks the rules.
Where does the fight over pay equity stand? ... How should we adjust to this trend? ... What should we do now to ensure pay equity?
When setting promotion criteria, feel free to give educational attainment more weight than years of experience on the job. It’s your call.
The ecclesiastical abstention doctrine essentially says that government cannot interfere unduly with how a religious organization operates. It provides protection for seemingly ordinary employment decisions that religious organizations make.
As the economy rebounds, you may be looking closely at ex-employees who departed on good terms. Here are six common rehiring mistakes.
Employers that have solid, objective information about poor performance seldom lose lawsuits over the firing of a sub-par employee. Just one caveat: The more objective the data, the better.
Some employees think they can sue their employer anytime they believe working conditions aren’t absolutely fair and free from conflict. They’re wrong.
Sexual harassment claims are on the rise, in the wake of the #MeToo social media movement. Some alleged harassers are fighting back, arguing that the accusations do irreparable harm to their reputations. And they’re not just threatening to file lawsuits.
Workers who sue for harassment must still provide evidence that the motivation for the touching was somehow related to sex and not just part of a pattern of nonsexual touching meted out to everyone, male, female, heterosexual or gay.
If an employee can show that a worker who received more favorable treatment didn’t belong to the same protected classification, he has a potentially viable lawsuit. This is where details matter.
Brandishing a plastic bag containing 79 cents, Gov. Tom Wolf announced an executive order barring most Pennsylvania government offices from asking for an applicant’s salary history during the hiring process.
About 45% of employers permit some of their employees to telecommute. If you allow staff members to work from home, make sure managers and supervisors grant the privilege fairly.
Winning a discrimination suit over a lost promotion can cost an employer dearly—but all is not lost simply because a jury concludes the promotion was unfairly awarded.
We all knew schoolyard bullies, and, if we were lucky, they left us alone. Sadly, research indicates many workers are targets of “workyard” bullies. And workplace bullying comes with significant costs.
The EEOC, the agency responsible for enforcing the ADEA, recently took a look back to see what progress older workers have made in the half century since the law took effect.
Tarr & Zenith, a defunct dietary supplement company in San Diego, has agreed to settle charges it discriminated against two pregnant workers.
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