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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The EEOC wants employers to double down on their workplace harassment prevention efforts.
There have been two recent developments in New York of particular interest to HR professionals.
A 10-year veteran of the New York Police Department is suing after being fired for refusing to shave his beard.
The list includes terms such as “androgynous,” “gender bender,” “gender gifted,” “third sex” and “pangender.”
Before you honor a customer’s race preference, remember that doing so could expose you to liability for racial discrimination.
You can’t control every employee all the time—and you surely can’t control what comes out of their mouths.
If you place obstacles in the way of reporting potential sexual harassment, expect trouble. Employees who have to jump through hoops to get their concerns addressed may sue.

On paper, zero-tolerance policies seem like a good idea: You warn employees that your organization will not tolerate even one instance of on-the-job misconduct. But life isn’t always so simple.

Don’t worry if you need to take some time to investigate whether an employee broke a workplace rule and should be terminated. While a speedy resolution may be easy sometimes, other cases take time and deserve a thorough investigation.
Want to transfer an employee to give her a fresh start after settling an informal complaint? As long as her job remains essentially the same and the position isn’t radically different, such a move probably won’t be viewed as retaliation or another instance of discrimination.
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