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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Employers have no obligation to try to anticipate if a disabled employee needs reasonable accommodations. It’s up to employees to ask for accommodations help.
Charlotte-based Metro Special Police & Security Services faces EEOC charges that a captain and lieutenant, both men, solicited male security officers for sex and forced them to go to gay bars while on duty.
Here’s more incentive for actively working to prevent sexual harassment: If a co-worker crosses the line from harassment to assault, the consequences may be dire.
When you get a discrimination or harassment complaint, it’s essential to launch an immediate investigation. If the employee quits, continue the investigation. That way, in case of a lawsuit, you can show the court you took the complaint seriously.
If employees don’t ask for religious accommodations, then there’s no need to worry about special schedules. That’s because your obligation to accommodate religious needs begins when an employee asks for accommodation. If he never requests a schedule change, you don’t need to do anything.
When business is down and you need to make cost-saving cuts, it can be tempting to use that as an excuse to shed a “troublemaking” employee. Don’t do it.
Watch out for the old adage that the customer is always right. Take it too literally, and you could be courting employment law liability. Handling customers who ask you to violate the law is tricky.
Some managers are just clueless about how to treat employees. You certainly don’t want to encourage boorish behavior. At the same time, you shouldn’t worry that a relatively harmless verbal blunder will land you on the losing end of a discrimination or harassment lawsuit. Just make sure your core HR processes are solid.
Before rejecting the lowest bid for a public project, many government agencies run background checks on the bidders. It’s critical to be fair and even-handed about those checks, making sure you don’t cherry-pick negative information.
Employers that face lawsuits from employees who act as their own lawyers know it’s hard to get those cases dismissed. But judges are becoming more sensitive to this problem—and less tolerant of pro se litigants.
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