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.
Include ageism in your discrimination and hostile work environment training. And for goodness sake, remind bosses not to refer to older workers as “old man” or “old woman.”
Act fast on reasonable accommodations requests. Lengthy delays may be viewed as an outright denial of accommodations.
Los Angeles Mayor Eric Garcetti has approved a settlement payment of nearly $1.5 million to LAPD Officer Earl Wright, signaling the end of the city’s long legal fight with the veteran cop, who sued for racial harassment.
The Pennsylvania Human Relations Commission (PHRC) is getting a taste of its own medicine. A candidate for the position of PHRC executive director has filed a lawsuit claiming that the commission—which investigates discrimination charges—is guilty of being racially biased.
HR Law 101: Protecting yourself and your company from lawsuits starts the minute you decide to hire someone. Potential lawsuit land mines line your path. Federal laws provide a patchwork of legislation protecting workers and applicants from discrimination by employers ...
The rapidly increasing diversity of the U.S. workforce requires all managers to be aware of their legal responsibilities when dealing with applicants and employees from different races, ethnic groups and religions.
Employers that discriminate against employees who “associate” with disabled individuals face potential liability under the California Fair Employment and Housing Act (FEHA). This kind of discrimination comes in many forms.
HR Law 101: In 2007, the EEOC introduced E-RACE, an initiative for “Eradicating Racism And Colorism from Employment.” The initiative’s goal: to eliminate recruiting and hiring practices that lead to discrimination by limiting an employer’s applicant pool. The EEOC noted that the makeup of an employer’s workforce is “highly dependent on how and where the employer looks for candidates.”
Here’s a warning about general grooming standards and disciplining employees over their hairstyle choices: Make sure you apply the same standards to all employees and don’t end up forbidding members of a particular protected class to wear hairstyles that are OK for other workers.
Employers confronted with sexual harassment claims generally do one of two things: either ignore the problem and hope it goes away or face it head on. Ignoring it is, of course, the wrong decision.