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.

Delano Regional Medical Center has agreed to pay almost $1 million to settle a lawsuit filed by the EEOC and the Asian Pacific American Legal Center on behalf of a group of Filipino-American workers.
Women who were sexually harassed while working for Leona’s Pizzeria in Chicago never got their piece of the pie, according to the EEOC. Now the famous chain is being sued to force it to live up to its obligations.

If you offer training to some, you must offer it to everyone else in the same classification who qualifies. Refusing to train some employees may be grounds for a discrimination lawsuit. Prevent such lawsuits by carefully documenting all training offers and how employees respond.

When an employee files an EEOC complaint or lets anyone know he has sued former employers, remind managers not to say anything.
Some jobs require not just bilingual ability, but fluency in a particular language other than English. Hiring for that specific skill isn’t discrimination.
The EEOC is suing UPS for race and religious discrimination and retaliation, alleging a Muslim of Jordanian descent working at the company’s San Bruno hub was subjected to physical and verbal harassment, including being called “Dr. Bomb,” “al-Qaida” and “Taliban.”
What could be worse than a boss who spews racially derogatory language in the workplace? Answer: The boss testifying on the witness stand that such language doesn’t bother him.
If an employee complains about alleged discrimination and you investigate, make sure you let the employee know the result. It could prevent a lawsuit.
Don’t rely on job descriptions to counter claims that you violated the Equal Pay Act. How the job is actually performed counts much more.

The federal government, most states and some municipalities all have agencies charged with enforcing employment laws. Employers are most likely to have contact with agencies that enforce anti-discrimination laws. How you deal with those enforcement agencies when discrimination charges surface matters a lot.