Discrimination and Harassment — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 38
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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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Courts don’t want to micromanage businesses; they are happy to leave specific task assignments to the employer’s discretion. Just be sure to give each employee enough high-level responsibilities so that there isn’t an appearance that a supervisor is a supervisor in name only.

A surgical scrub technician has alleged Sharp Healthcare withdrew a job offer because it regarded her as disabled when she was not.
Under what’s called the Cat’s Paw Theory, employers can’t defend themselves against employment discrimination claims by saying they didn’t know a supervisor was biased.
Achiote Restaurant in San Ysidro, Ca., faces an EEOC lawsuit after young Mexican men working at the restaurant complained of sexual harassment and retaliation by a male manager.
Disabled employees who want reasonable accommodations don’t have to specifically use those words.
No federal law protects gay employees—including transgender employees—from discrimination or harassment because of their sexual orientation. However, courts and the EEOC have begun applying Title VII of the Civil Rights Act to protect transgender rights.
The EEOC has filed a class-action suit on behalf of several men of various religions who have allegedly been forced to shave or cut their hair to obtain jobs at UPS.
A female airplane mechanic who alleged she was fired after she revealed her pregnancy to her employer will receive $60,000 in damages. Sierra Academy of Aeronautics, located near Merced, Ca., agreed to a seven-year consent decree, but admitted no liability.
Here’s a recent case that should make it clear to employers that it’s their responsibility to make sure employees aren’t sexually harassed. Simply put, you can’t tell someone going into an all-male environment that sexual harassment just happens and is the price for breaking down gender barriers.
Not every disability can be accommodated in a way that enables an employee to perform the essential functions of his job. Sometimes, the disability simply can’t be accommodated. When that’s the case, you may terminate the employee. If he sues, you must be ready to show what the job’s essential functions are and that it simply isn’t possible for the disabled employee, given his specific disabilities, to perform those functions.
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