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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Disabled employees are entitled to individualized assessments of their limitations so em­­ployers can determine if a reasonable accommodation is possible. It's crucial to be flexible.
When bad romance spills over to the workplace, you don’t have to put up with the aftermath. Set strict rules about behavior and don’t tolerate loud arguments, threats or other disruptions.
Just as women have the right to dignity in a workplace free of sexual harassment, so do men.
Minnetonka, MN-based G&K Services has settled sex discrimination charges leveled by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.
We’ve said it before, but it needs to be said again: Simply having a sexual harassment policy in your handbook won’t save you from a lawsuit. It’s all about what you do with that policy.
Q. We are a retail company. Our public image and our reputation for being a patriotic corporate citizen are both very important to us. We tend to hire a predominately young workforce and individuals with trendy, but “clean cut” and energetic appearances. I also don’t want to be forced to hire people with head coverings or facial hair, which we don’t allow. Can the government force us to do that?
When someone has surgery or undergoes extensive medical treatment, it’s fairly common to have temporary and lingering problems with energy levels, memory and general feelings of wellbeing. But these don’t make the employee disabled under the ADA.
Don’t even think of including in your job application a shortened statute of limitations for resolving employment disputes.
Employers should be careful to design training programs that make training opportunities available for all. But sometimes, an employee won’t be able to participate in training. In those cases, be prepared to explain why.

Here’s something to consider before you place an employee on disability leave following an em­­ployer-ordered medical exam. That employee may end up being considered disabled—even if the exam revealed no real medical problems. Essentially, by examining him and placing him on leave, you are regarding him as disabled. He can then sue for disability discrimination.

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