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.
Treating an applicant rudely or making snap judgments can mean ending up in court, trying to defend against charges of race or other perceived discrimination. Here’s a case you can use as an example of how not to greet an applicant even if you are sure he won’t be hired.
In many workplaces, promotions partly depend on completing training sessions or otherwise showing efforts to improve and grow. But some employees won’t make the effort. Of course, that doesn’t mean they won’t sue over missed promotions. That’s why you should be prepared to show which employees took advantage of training opportunities and which employees didn’t.
Let’s say a top employee refuses to work a company’s new mandated Saturday shift. His religion won’t allow it, he says, and he wants an accommodation. How you listen and react when first approached about a religious accommodation sets the tone for a quick resolution.
The EEOC handled 6,862 charges of sexual harassment in fiscal year 2014, collecting $35 million on behalf of victims. Almost all those cases could have been prevented—here's how.