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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Female employees don’t have to put up with workplace behavior that makes them uncomfortable under the pretense of a supervisor being friendly and welcoming.
Employers that have a solid anti-harassment policy and make sure employees understand it are far less likely to lose a sexual harassment lawsuit than those who don’t.
If an employee can show that a job description isn’t accurate, the court may take her employee’s word for it.
A federal trial court in New York has reiterated that Title VII’s sex discrimination provisions do not allow suits over sexual orientation discrimination.
Stevens Transport, one of the nation’s largest refrigerated truck lines, faces charges it violated the ADA when it refused to hire an Air Force veteran with bipolar disorder who applied for a driving position.
The longer an injured employee stays out, the less likely the employer will lose an ADA lawsuit over a subsequent termination.
As long as you conduct a fair and impartial investigation aimed at getting to the truth, courts don’t demand that you get every fact right.
J.L. Schwieters faces charges it failed to investigate and stop severe racial harassment that a supervisor allegedly directed at two black carpenters.
A woman who won a jury award against her employer for pregnancy discrimination may end up collecting even more money as punitive damages under a New York City ordinance.
If you are about to punish a worker for poor performance, do a quick self-audit to see if other employees received similar punishment.
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