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.
It’s the employer that gets to choose a reasonable accommodation for a disabled worker, not the employee. While a disabled worker may prefer one solution over another, that’s not relevant.
The ADA says you must reasonably accommodate disabled employees. That requires substantial discussion with the employee to understand her condition and formulate a solution.
Q. We let a female cashier at our restaurant wear a religious head covering, despite our policy against hats. Now, a male employee has started wearing a camouflage cap, claiming his religious idol is Phil Robertson of “Duck Dynasty.” He says his “religion” is sincere. Can we tell him to remove the cap?
Can an employer refuse to hire a person because that person’s family member had at one time complained to the U.S. Equal Employment Opportunity Commission? The EEOC doesn’t think so.
Do you have an employee with a spotty attendance record who suddenly claims she can’t come to work on her day of worship? Employees can’t sue for denial of reasonable religious accommodations unless they prove three things.
While most employees know it isn’t socially acceptable to use racial slurs, some may not realize that religion is an equally sensitive topic, especially for religions that have been targeted for abuse and worse for decades or even centuries. Why not eliminate potential litigation costs with solid education?
Handle every complaint the same way, no matter the source. Don’t fail to investigate just because an employee has cried wolf in the past.
Think you have plenty of time to investigate sexual harassment complaints? Think again. The fact is that even a few days of unresolved sexual harassment can become the basis for a lawsuit. Act immediately to stop harassment or face the consequences.
Courts don’t want to tie management’s hands; they just want to protect employees from genuine retaliation. That’s why the standard for retaliation is anything that would dissuade a reasonable worker from complaining in the first place. Most minor discipline doesn’t reach that level.
It’s more important than ever to remind supervisors that it’s unlawful to try to “get even” with people (staff or applicants) because they complain about discrimination, either in house or to a government agency. While employee complaints to the EEOC about every type of discrimination declined from 2012 to 2013, only one rose: retaliation.