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.
A federal court has ruled that a two-year gap between an employee’s discrimination complaint and alleged retaliation is too long. Otherwise, employers could face retaliation claims years or even decades after resolving an original complaint.
Lexington’s Silver Diner faces an EEOC lawsuit alleging sexual harassment and retaliation against a former employee.
Some employees think that teasing each other—even about sensitive topics like race—is perfectly fine. But sometimes joking escalates to the point where what was once tolerated or even welcomed crosses the line. How you handle those situations can mean the difference between winning or losing a reverse-discrimination case.
Life can be unfair and the workplace is no exception. Sadly, employers can’t stamp out all unfairness.
A Greensboro-area Bojangle’s restaurant has agreed to pay $33,426 to a former female employee after she was harassed, retaliated against and fired for refusing her manager’s advances.
Good news for employers and supervisors worried about whether the Genetic Information Nondiscrimination Act expands individual liability and allows employees direct access to court. The answer is no.
Some government agencies and utilities have special-duty assignments—units that are called out in emergencies or during busy times. While serving on such a team may be prestigious, not being selected isn’t usually grounds for a discrimination lawsuit.
Is your sexual harassment policy up-to-date? If it has been gathering dust and is largely ignored, you are creating possible co-worker sexual harassment liability.
A federal court has sidestepped the question of whether workplace discrimination based on participation in an interracial relationship is illegal under the North Carolina Equal Employment Practices Act.
Some people claim they are extremely sensitive to chemicals and that their condition is a disability that must be accommodated under the ADA. Employers then have no choice but to start the interactive accommodations process. But if the list of chemicals is long and if it’s impossible to remove them from the work environment, you can try your best and may still have to admit defeat.