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.
Do you type two spaces after a period? If so, your résumé may be destined for the wastebasket. According to career counselor Marc Miller, adding that extra space is a résumé mistake that brands an applicant as Too Old.
Ohio-based shoe retailer DSW has agreed to pay $900,000 to seven former managers who were let go during the recession. The settlement covers DSW activities at its home office and throughout its Midwest region, which includes Minnesota.
Are you facing the prospect of terminating an employee who happens to be the only member of a particular protected class? Don’t let the fear of a lawsuit stop you from making a legitimate business decision. Just make sure you can document exactly why you have chosen this employee for termination.
Buffalo, Minn.-based Izza Bending Tube & Wire has settled a retaliation suit filed by the EEOC. The suit alleged an employee had her salary cut, was demoted, laid off and ultimately terminated after she refused to discriminate against a black employee.
It isn’t just about protecting employees. It’s also a sound risk-management strategy against harassment liability.
The New York Mets and its owner, Jeff Wilpon, face charges the baseball team fired its head of ticket sales and marketing because she chose to have a child out of wedlock.
San Antonio-based Taprite Fassco Manufacturing, a company that supplies CO2 regulators to the beer and soda industries, may get a bit of indigestion courtesy of the EEOC. The commission is suing the company, alleging that it demoted a female employee who raised concerns that men were paid more than women in comparable positions.
Clever lawyers are always looking for ways to reach deeper into employer pockets. One tactic has been to add state negligence claims to run-of-the-mill discrimination cases. That won’t work anymore, at least as far as negligent hiring, supervision and retention claims are concerned.
Employers must reasonably accommodate employees’ religious beliefs unless doing so would cause undue hardship. Some employers take this to mean they get to decide what constitutes a genuine religious belief—and nix requests for time off for religious observances that don’t fit their definition. That’s legal blasphemy!
Rudeness is likely to sneak into the workplace no matter how many civility rules you post. Unless the behavior is clearly abusive or obviously offensive to a protected class, don’t lose too much sleep over a potential lawsuit.