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.
Employers may be sold on the advantages of arbitration over litigation and want to give the process a try. But if they don’t do it just right, chances are they’ll end up spending more time and money. That’s because employees may go to court to challenge an employer’s right to arbitration, adding what amounts to a second lawsuit to the underlying complaint.
Much as you would like to, you can’t control every statement that comes out of supervisors’ mouths. Someday, someone somewhere within your organization will utter an ethnic comment or slur. That doesn’t have to become the basis for a successful lawsuit—as long as you have a track record of treating all employees fairly.
Pennsylvania allows lawsuits for portraying someone in a false light. For employers, that means you can be sued for publicizing information relating to discipline that turns out to be inaccurate. Thus, it makes sense to discuss discipline only with those who have a need to know.
When the North Carolina Legislature saw fit to enact the North Carolina Equal Employment Practices Act (NCEEPA), it didn’t go the extra step and authorize individual employee lawsuits to enforce those rights. Instead, the law is just a declaration that discrimination prohibited by federal law also violates public policy.