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.

Michigan has one of the toughest weight discrimination laws in the country—a law that can trip up supervisors who innocently offer diet tips. It’s crucial to train management staff to recognize that discussion concerning an employee’s weight is off-limits ...

The 6th Circuit Court of Appeals recently ruled in favor of a Grand Rapids police officer who was suspended as “unfit for duty” after she filed a sex discrimination lawsuit against the city of Grand Rapids. Now here’s the rest of the story ...

A former registered nurse for the Oakland County jail has sued the county after she contracted a drug-resistant, flesh-eating staphylococcus bacterial infection while working at the jail ...

A state judge who allegedly rants about “devil’s weed” and “Satan’s surge” while attaching biblical verses to legal opinions is being sued after he axed a deputy court administrator’s position in his office ...

Q. The out-of-town daughter of our employee has been confined to bed rest during her pregnancy. The daughter is 24. Our employee has requested FMLA leave to be with her and take care of the grandchildren. Are we required to honor this request?—J.B.

Reductions in force (RIFs) happen for a reason—usually financial. To keep legal fees and jury awards from mooting savings, be sure to document why a RIF is necessary and who should get pink slips ...

If an upcoming reduction in force (RIF) will affect older workers, create a paper trail to demonstrate compliance with the Older Workers Benefit Protection Act ...

If your organization is like many, someone in HR ultimately decides whether to terminate an employee for poor performance based on supervisor recommendations and supporting documents, such as performance reviews. That can spell trouble if there’s more going on than meets the eye ...

Train supervisors and managers to report religious and other discrimination, and be sure they know not to retaliate against anyone who does come forward. Ohio state law bars discrimination based on religion and other protected characteristics, and employees who can show they were discriminated against can collect punitive damages ...

Don’t wait for employees to use the magic words—“sexual harassment”—to begin investigating a complaint. It’s up to you and your management team to decipher an employee’s protests to determine if they could fall into that legally dangerous harassment-complaint zone ...