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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Because it costs more to provide health insurance for older workers, some employers may be tempted to trim their workforce of older workers during reductions in force. Or they may think twice before considering hiring an older applicant. Such actions carry considerable risk that the employee or applicant will sue for age discrimination.

The number of EEOC charges fell slightly in fiscal year 2014, but employers wound up paying dramatically less for workplace discrimination, harassment and retaliation than they did in 2013.

Employees who claim that the stress of working for a particular supervisor exacerbates or even creates a disability sometimes think they can request a new boss as a reasonable accommodation. After all, if one supervisor “caused” the disability, then having a different one might “cure” it, allowing the employee to successfully perform her job again. But courts don’t see it that way.

A gay man who directs the choir at St. Victoria Catholic Church in Vic­­­­toria has retained the attorney who represented Minnesota Vikings punter Chris Kluwe after the athlete alleged that the team was intolerant of gays.
Here’s a litigation tactic your attorney may suggest to cut potential liability in a case where you may be liable: If you make an unconditional offer to reinstate the employee and she rejects the offer, you won’t have to pay future lost wages after the offer date.

Public employees are protected from retaliation for reporting wrongdoing at work, either within their chain of command or to appropriate authorities. But what if several employees report the same alleged wrongdoing?

How you handle a sexual harassment complaint can mean the difference between a quick lawsuit dismissal and protracted litigation. Prompt action is essential.

While politically incorrect statements may be distasteful and offensive, they aren’t necessarily grounds for a lawsuit. That’s especially true if the statement can’t be tied directly to a protected characteristic such as national origin, religion or race.
Have you ever worried that, after terminating an older worker, replacing him with a younger one might look like age discrimination? That concern is likely unfounded if you had a legitimate, business-related reason for the earlier termination.
The Minneapolis personal insurance office of banking giant Wells Fargo has agreed to settle an EEOC race and national origin discrimination claim.
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