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.
Following your own rules for discipline, promotion and evaluation is the best defense against a discrimination lawsuit. But that doesn’t mean you can’t make exceptions to your rules when the situation calls for it. Just make sure that you document why you made the exception at the time you did.
HR Law 101: Don’t hesitate to inform employees about their right to report sexual harassment to the EEOC or a state agency. Your failure to provide information about alternatives to internal reporting won’t prevent employees from seeking redress from a government authority ...
Employers can control some hazardous work conditions, but not all of them. What a particular customer or client may do when he comes in contact with an employee likely falls into the uncontrollable category.
The EEOC is suing Canonsburg-based CONSOL Energy on behalf of an evangelical Christian who retired from his job rather than submit to biometric scanning designed to track his work time and activities.
Some jobs are physically difficult to perform, especially for someone with a disability. But if a disabled employee’s doctors believe she can perform the essential functions, let her try. Otherwise, you face a potential disability discrimination lawsuit.
A New Jersey Lexus dealership stuck to its strict dress code policy and refused to hire a man whose Sikh faith required him to wear a beard, uncut hair and a turban. The EEOC sued, and the dealership will pay $50,000 to settle the discrimination suit.
An effective sexual harassment policy that includes prompt investigation of any complaints of physical touching is key to prevailing in a sexual harassment lawsuit. What should your policy include?
Employees have just 90 days from the date they receive an EEOC right-to-sue letter to file a federal discrimination lawsuit. However, 90 days isn’t as straightforward a deadline as it might seem.
You have probably read that unpaid interns are suing employers for unpaid minimum wages and winning. Now they’re pushing the envelope even further, trying to get federal courts to hold employers liable for sexual harassment and hostile environment claims, too.
Nothing will get you in trouble faster than discipline that’s harsher for members of some classes than others. That’s especially true in cases where someone has been accused of violating anti-violence policies.