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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Last year, the EEOC received more than 28,000 claims by employees that they were unlawfully harassed at work. Here are the top reasons employees say they were targeted for harassment.
In June, the EEOC proposed new regulations concerning Title VII’s national origin provisions. National origin discrimination complaints comprise about 11% of the charges the EEOC receives each year. The new proposed EEOC regulations target job segregation, human trafficking and intersectional discrimination.
So far, 24 states and more than 100 municipalities have passed laws prohibiting employers from asking applicants about their criminal records early in the hiring process.
Last year, the EEOC sued Austin’s Park N Pizza amusement park, alleging it failed to accommodate a disabled employee. Now the park has settled the dispute for $20,000 and significant injunctive relief.
One of the nation’s largest dried fruit processors, Z Foods in Madera, Calif., has agreed to pay $1,470,000 to settle sexual harassment and retaliation charges leveled in an EEOC lawsuit.
A Connecticut garment maker will pay $80,000 to settle an EEOC sexual harassment lawsuit.
When transfer requests are routine, refusing one may be retaliation. Recent case: Corene, a teacher, said her performance evaluation was biased. She complained internally and filed a discrimination complaint. Shortly after, her request for a transfer to another school was rejected. She sued, adding retaliation to her complaint. The lower court dismissed her lawsuit, but […]
If you learn a manager made an age-related comment, don’t panic. Context is everything.  An obvious discriminatory statement— “I am terminating you because you are old”—is one thing. However, a general comment—for example, about the advantages of accepting a retirement package as an older employee—probably isn’t biased.
There is good news for employers that have to mediate workplace disputes that can fairly be characterized as personality clashes between co-workers.
A “sheltered workplace” in Bloomington, Minnesota, where disabled employees are paid pennies on the dollar may face changes following a Minnesota Department of Human Rights ruling. DHR Commissioner Kevin Lindsey found probable cause that Opportunity Partners discriminated against a disabled worker when it refused to consider him for one of its fully paid staff positions.
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