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.
Page 18 of 587« First«...10...171819...304050...»Last »
San Antonio-based Taprite Fassco has settled gender, disability and retaliation charges leveled by a female quality control employee. Taprite Fassco manufactures carbon dioxide regulators for soda and beer dispensers.
Before terminating someone who is disabled, make sure that you don’t inadvertently create a reason for them to sue you.
Just as supervisors aren’t allowed to harass subordinates, subordinates aren’t allowed to harass bosses.
It’s a violation of California’s Fair Employment and Housing Act for a supervisor to use an employee’s sexuality as a vehicle for making work life miserable. That’s true even if it wasn’t motivated by sexual desire. Bullying someone through sexual threats is sexual harassment.
We’ve said it before: Document every disciplinary action and be specific. The employer in this case won because it had excellent contemporaneous records to explain its disciplinary action.
Treating an applicant rudely or making snap judgments can mean ending up in court, trying to defend against charges of race or other perceived discrimination. Here’s a case you can use as an example of how not to greet an applicant even if you are sure he won’t be hired.
Just because religion was mentioned at work doesn’t mean you will lose a religious harassment lawsuit.
A federal jury has returned a unanimous verdict awarding a total of $17,425,000 to five former female employees of Moreno Farms, a Florida produce packing operation, who the EEOC claimed endured regular harassment and eventual rape at the hands of two supervisors.
Under California’s Fair Employment and Housing Act, heart disease is a disability. The employee doesn’t have to prove that in his particular case, the condition limits a major life activity.
Retaliation can be anything that would dissuade a reasonable employee from reporting alleged wrongdoing—such as harassment or discrimination—in the first place. And it doesn’t just apply to direct punishment against an employee. It can even be an employer’s action that targets an employee’s co-workers or associates.