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.
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.
The Pennsylvania State Police sex-tourism scandal gripping Harrisburg just got even more complicated. Yet another trooper is suing the state, claiming he was passed over for a promotion after testifying in connection with the original lawsuit that blew the whistle on police officials who allegedly traveled to Asia to engage in sex.
Employers continue to prevail in most New York discrimination cases, but litigation is taking longer. Those are among the key findings of Bond, Schoeneck & King’s recently published 2012 Study of Employment Discrimination Litigation in the Northern and Western Districts of New York.
It’s reasonable to expect employees to obey your work rules. But employees can also reasonably expect you to apply those rules fairly. If you don’t, you risk a lawsuit. That’s why it is crucial to be specific when documenting discipline.
Two bills introduced in the House and Senate would ban employment discrimination against gay and transgender employees and expand their FMLA rights.
If you’re a federal contractor or subcontractor, now’s a good time to make sure your compensation practices are free from race, sex or age discrimination. The Office of Federal Contract Compliance Programs has ramped up its investigation tactics to root out compensation discrimination.