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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Employees who must miss work because of religious restrictions are entitled to reasonable accommodations. While employers must look for sensible solutions, that doesn’t mean they have to redesign their workforce, buy additional equipment or otherwise change the way they do business if it would be too expensive or cumbersome.

Sometimes, an employee asks for schedule changes, extra hours or even permission to work from home now and then. If you grant such requests, track them carefully.
Q. Can vulgar language and jokes, etc., be considered harassment in the workplace if nobody actually files a complaint?
After the EEOC concluded that a female partner in the Philadelphia office of the Greenberg Traurig law firm had been underpaid by $50,000, she decided to get even.
Absent a union contract or other established rule, you don’t have to use seniority to decide which em­­ployee should be laid off. You can use any objective measure.
No doubt your company has a sexual harassment policy in place. However, it may have been drafted long ago and may have been long ignored by supervisors and subordinates alike. If you suspect this is the case, it’s time to dust off the document, review it and start making sure all your supervisors and managers take it seriously.
A race discrimination lawsuit filed in 2011 by a former Pennsylvania State Police corporal got complicated late last year when allegations of other troopers’ overseas sexual hijinks surfaced.

You never know which unsuccessful job applicant will sue. That’s why it is crucial to internally document why you rejected a candidate. Bonus: You can also use the information for an informal internal audit to make sure a hiring manager isn’t inadvertently discriminating.

Employees who are temporarily unable to perform their jobs because of a disability are entitled to reasonable ADA accommodations. You’ll want to think about starting the interactive accommodations process as soon as a potentially disabled employee asks for more than the usual amount of leave.
Aerospace and defense contractor ATK has agreed to pay a job applicant $100,000 after she complained about discriminatory hiring practices at the company’s Eden Prairie plant.
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