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.
Upscale retailer Barneys New York has agreed to pay $525,000 in fines to settle a lawsuit alleging it began profiling black and Hispanic customers after experiencing a spike in shoplifting and credit card fraud at its flagship store in Manhattan.
Few people like working in a place where supervisors and co-workers make smart comments, raise their voices or engage in other anti-social (and unpleasant) behavior. But that doesn’t mean that sensitive employees can sue their employers anytime their feelings are bruised.
A former employee has tried to advance a new legal theory by suing over alleged workplace bullying. His efforts failed and employers won’t have to worry about another new lawsuit flood.
Remind bosses: Be careful how you approach discussing potential retirement plans. Asking too often or in a way that’s not business-related may precipitate an age discrimination lawsuit if the employee loses her job or is demoted after such conversations.
A Popeyes Chicken franchise in Tyler has agreed to settle an EEOC disability discrimination suit filed on behalf of an applicant who had several years of experience in the restaurant business. The alleged reason he wasn’t hired: His HIV status.
A female HR director delivered St. Cloud-based Royal Tire a kick when she sued the company for an Equal Pay Act violation.
Life can be unfair. When an employee complains about unfairness at work, make sure you document the complaint and make some notes on exactly what she said. If you can show she never mentioned sex, race, age or some other protected characteristic as the underlying reason for the “unfair” treatment she complained about, she hasn’t engaged in “protected activity” and can’t bring a retaliation claim against her employer.
Employees alleging discrimination or retaliation for engaging in protected activity have to show they suffered an adverse employment action. Typically, that means they were fired, demoted or transferred to a less desirable position. But what if the employer simply removes responsibilities, even as the worker retains his title, pay and benefits?
Here’s a surefire way to spur a lawsuit and ensure it goes to trial: Just fire an employee who has been the target of her boss’s racial slurs.
The EEOC handled 25,957 charges of disability discrimination in fiscal year 2013, up from 15,864 in 2000.