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.
Just because an employee is doing a lousy job doesn’t mean she isn’t also being sexually harassed. Ignoring her complaints and focusing strictly on her performance may backfire if you terminate her. A jury may decide that harassment affected her performance or that, even if you fired her for legitimate reasons, she deserves compensation for the harassment she endured.
In 2007, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs selected Frito-Lay for an audit by issuing a scheduling letter. Two years later, the agency requested hiring data for January 2008 to October 2009 claiming it had found a “statistically significant” difference in its hiring rate for women at its Dallas facility. Frito-Lay refused, claiming the scheduling letter did not authorize the new data’s release.
Minnesota workers injured on the job are entitled to workers’ compensation benefits and can’t be punished for asking for or receiving those benefits. Remind supervisors and managers that it’s their job to manage the workforce despite injuries and that threatening or actually punishing workers who apply for benefits is illegal.
Employers with locations in multiple states that find themselves responding to an EEOC discrimination complaint sometimes fear the agency won’t limit its investigation to a single complaint or two. Instead, they worry the commission might conduct a wide-ranging investigation and sue over so-called “pattern-and-practices” discrimination, alleging companywide bias.