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.
A federal court considering a claim that the Minnesota Human Rights Act prohibits discrimination in hiring against those “associated” with a disabled Minnesotan has hinted that, in the right circumstances, it would entertain such a lawsuit.
When an employer provides a way for employees to complain about poor treatment based on harassment, it will only be liable if it knew about the offensive behavior and failed to address it. That’s why you should be prepared to document all complaints.
A Texas company has agreed to settle a disability bias suit filed by a former employee after the EEOC accused its HR department of playing doctor in violation of the ADA.
If you have employees like that, carefully document the behavior. Then apply appropriate discipline, especially if the employee is insubordinate. Just make sure that everyone else with a similar work record is also punished the same way.
What should you do if you receive reports that a manager has uttered offensive slurs?
Need another reason to prevent discrimination and harassment? You could wind up paying for infractions for a very long time to come.
What should you do when a male employee claims his co-workers are sexually harassing him? You can’t just ignore the complaint simply because it came from a man. But should you discuss the complaint with the co-workers and ask them to stop if they are engaging in harassment? Wouldn’t that make matters worse?
A federal appeals court has overturned a case that had been dismissed because an employee couldn’t prove that her employer knew she was pregnant. The court clarified that the capacity to become pregnant is at the heart of the Pregnancy Discrimination Act.
A woman was fired from her temporary job assignment at a medical facility and was denied a full-time permanent position because of her relationship to a person with disabilities—her toddler daughter.
If you don’t know about alleged discrimination, you can’t fix it. That’s why you should inform employees that they should report discrimination directly to HR. Then tell supervisors they must pass along every bias complaint—and warn them that they’ll be disciplined if they tell employees to keep their complaints quiet.