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.

Page 3 of 588« First...234...102030...Last »
An isolated, offensive comment usually isn’t enough to support a lawsuit, even if it was uttered by a supervisor and was seriously offensive.
Workplace romances can be distracting, but cavorting co-workers doesn’t always add up to sexual harassment or sex discrimination against other employees.
The U.S. Senate observed Equal Pay Day, April 12, by declining to advance two bills that would have expanded the Equal Pay Act (EPA) and protected employees who discuss pay.
If an employee continually makes unsubstantiated racism charges, you can and should discipline them.
When an employee complains that a supervisor is behaving in a discriminatory way, employers must ensure there is no retaliation. Even small things can lead to a big problem.
Discrimination, lack of support, men's unwillingness to follow women
Employers can now track status of cases online.
Not every perceived affront amounts to discrimination.
When North Carolina enacted sweeping legislation last month limiting local governments’ ability to enact anti-discrimination laws, much of the debate devolved into acrimony over which bathrooms transgender people could use.
Yes, employers need to take solid steps to prevent sexual harassment. But that doesn’t mean HR should panic every time an employee reports offensive or crude comments.