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.

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Honoring members of the military is about more than thanking them for their service. Consider, for example, how two companies recently treated citizen soldiers in their employ—one well, the other allegedly not so well.

It is critical to prevent sexual harassment—especially when a supervisor is involved—instead of relying on your post-harassment policy to block lawsuits. The University of Minnesota just learned that the hard way.

A Wisconsin company has settled an EEOC age discrimination and retaliation lawsuit after it fired two employees—on their birthdays.
Erie, Pa.-based Erie Strayer Co. and Local 468 of the International Association of Bridge Structural, Ornamental and Reinforcing Iron Workers have settled charges they violated the ADA when they required employees to provide detailed medical information in order to use paid sick leave.
Q. One of our employees is over age 70 and has had a broken foot, memory problems and a recent car wreck that caused some residual problems. Should we allow him to work? What can we do to protect ourselves from potential workers’ comp claims should he injure himself?
Wayne, Pa.-based temporary services firm Crothall Services Group faces an EEOC lawsuit alleging it failed to maintain records necessary to document the effect of its criminal background check policy on minorities.
A registered nurse claims North Memorial Health Care in Robbinsdale, Minn., withdrew its employment offer after she requested a religious accommodation. The woman is a Seventh-day Adventist and had sought a schedule that would not force her to work from sundown Friday to sundown Saturday.

Courts don’t want to micromanage businesses; they are happy to leave specific task assignments to the employer’s discretion. Just be sure to give each employee enough high-level responsibilities so that there isn’t an appearance that a supervisor is a supervisor in name only.

A surgical scrub technician has alleged Sharp Healthcare withdrew a job offer because it regarded her as disabled when she was not.
Under what’s called the Cat’s Paw Theory, employers can’t defend themselves against employment discrimination claims by saying they didn’t know a supervisor was biased.
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