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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Employees who claim their employers discriminated against them must show that the alleged action was “adverse,” not merely uncomfortable, inconvenient or even unfair.
Private disputes tha spill into the workplace can spell trouble if discord spirals out of control.
Doubling down on last summer’s report by the EEOC Select Task Force on the Study of Harassment in the Workplace, the guidance calls harassment a persistent work problem.
Participating in a training program doesn’t mean an employee can win an Equal Pay Act claim by arguing some participants—who essentially undergo very similar training—are paid more for comparable work.
Document it carefully if, while an employee is out on protected leave, you discover that she has broken a workplace rule that warrants discipline.
If anyone—a rank-and-file employee, a supervisor or even the CEO—makes comments suggesting sexual harassment or the possibility of sexual assault, crack down quickly.
Now is a good time to consider taking steps to reinforce your commitment to diversity and inclusion.
Stubbornly refusing to budge on a requested accommodation can cause an expensive and time-consuming lawsuit.
If it turns out that an employee who is suing you for bias was, in hindsight, unqualified for the job, count your blessings!
Not every unpleasant workplace incident is grounds for a lawsuit.
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