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.
Businesses must stay abreast of an alphabet soup of federal laws—ADA, ADEA, FMLA and so forth—each with its own requirements. Further complicating matters, most states have their own laws that override the federal requirements. To comply, you first must know which laws apply to your business, based on the number of people you employ ...
A North Carolina restaurant is facing an EEOC lawsuit after it disciplined and fired a 79-year-old employee.
Some employers ban discussion of religion at work, believing that talking about faith might constitute harassment or coercion of workers who aren’t members of a majority religious group. But such a prohibition can cause more problems than it solves.
Discrimination can creep into the workplace, even if on the surface there’s nothing blatantly offensive going on. There are still supervisors who treat subordinates poorly because of race or some other protected characteristic. That’s why HR should exercise caution before authorizing discipline against an employee who is meeting concrete goals like sales figures, but is being criticized for more general problems.
More than a decade after creating their first sexual harassment policies, some employers may be getting lax. That might be especially true if they haven’t received any complaints. If that rosy scenario sounds like your organization, you might be courting trouble.
Employers sometimes have several similar jobs that require almost identical skills, certificates or training. But that doesn’t mean that all these positions can’t have different hiring requirements. Just make sure you can justify the differences.
Here’s something to think about when you agonize over internal staffing moves: As long as you don’t use discrimination as an excuse to deny someone a promotion, your decision doesn’t have to pass some vague fairness test.
An employer that knows an applicant has been accused of sexual harassment or abuse can use that as grounds for refusing to hire. That’s true even if the applicant was never found criminally guilty or lost a lawsuit based on the allegations.
Being a union-free workplace has many advantages, but there are also some built-in benefits to operating under a collective bargaining agreement. For one, such contracts typically require all rank-and-file employees to take their complaints to arbitration rather than filing a federal lawsuit.
Before you enter into official files your handwritten notes on conversations, recollections or thoughts about an HR decision, consider how your words might be interpreted. Best practice: Draft a memo that summarizes and fleshes out your notes—and that makes your ideas perfectly clear. Then toss out the original notes.