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.

Page 21 of 603« First...10...202122...304050...Last »
Every once in a while, a disability accommodation arises that is so simple to implement that it’s a no-brainer to grant it.
A former Police SWAT team member has leveled sexual harassment charges against the chief of police.
Letting a discrimination case work through the EEOC or the Pennsylvania Human Relations Commission before settling generally means big legal costs for employers.
If you are a federal contractor, take note: You may be required to reasonably accommodate disabled independent contractors.
Employers have to reasonably accommodate their employees’ religious beliefs and practices. But what if the worker happens to be an atheist?
You can’t refuse to hire someone just because they previously sued you for disability discrimination. Saying so up-front just about guarantees that you will be sued.
The ADA protects disabled applicants and employees from discrimination based on disability and requires employers to reasonably accommodate known disabilities.
The EEOC has filed its first two lawsuits against private-sector employers based on the contention that bias against gay people is a form of sex discrimination.
Employers have the right to set reasonable behavioral expectations for employees. This, of course, includes expecting that employees won’t sexually, or otherwise, harass employees. Feel free to make your anti-harassment policy as strict as you want.
As a manager, it’s your responsibility to ensure that none of your people behave in a way that diminishes the sense of mutual respect and dignity in your unit. That’s what insensitive racial remarks do.
Page 21 of 603« First...10...202122...304050...Last »