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 4
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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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A former teacher and multi-sport coach claims a former principal and assistant superintendent discriminated against him and persistently sought his resignation.
Sure, change is hard, and some alterations may irritate some employees. That doesn’t mean they can sue.
In early April, two major news stories broke on the employment law beat. There is reason to believe the two developments will soon converge.
While family caregiver discrimination is not a new protected category (and no federal law expressly prohibits employment discrimination against caregivers), a number of laws provide protection for employees with caregiving responsibilities.
Say a manager claims a subordinate broke the rules and wants him fired. Don’t just take the boss’s word for it and rubber-stamp that termination recommendation.
If you learn that a supervisor who wants to fire an employee has made sexist comments about her, think twice about that termination.
Simply having a sexual harassment policy doesn’t mean employers can ignore harassment they learn about via avenues that aren’t prescribed in the policy.
To win an Equal Pay Act claim, an employee must show that a similarly situated employee of the opposite sex was paid more. It’s not enough to merely claim that one sex generally earned more.
United Staffing in Fresno has agreed to settle charges it retaliated against an employee for filing a discrimination charge.
While the Trump administration may withdraw executive orders issued by the prior administration, the EEOC is moving ahead with its interpretation that sexual orientation discrimination is illegal under Title VII.
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