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.

Don't assume that you can handle sexual harassment issues after they arrive on your desk as a complaint. The trend these days seems to be "quit and sue," rather than giving employers a chance to fix the problem. And, in many cases, employees are finding success in such tactics ...

Following 9/11, the EEOC paid particular attention to employment-discrimination backlash against employees who appeared to be Muslims or of Middle Eastern or South Asian ancestry. But now that effort appears to be broadening. Until recently, the EEOC didn't view job discrimination against Asian-Americans as a widespread problem. But a new survey changed all that ...

 

The U.S. Supreme Court handed employers a major victory this week by clarifying that workers who claim pay discrimination must file their complaints within 180 days of the alleged offense. But this ruling could, in the short run, lead to a spike in pay-bias claims.

Q. We have an employee who has filed several sexual harassment complaints. But when we investigate, they turn out to be false. Can we do something about her? —J.P., Oklahoma

If you think that you can forget about a discrimination dispute just because the employee doesn't file an EEOC complaint within the allotted time, you may be in for a surprise. As a new court ruling shows, the EEOC can sue your organization years, or even decades, after the alleged discrimination took place ...

Although it may be tempting to let unproven employees "try out" a promotion to see if they'll work out, be careful of the hidden legal risks. If you treat the acting supervisor differently than other promoted employees, you could end up on the wrong end of a discrimination suit ...

The EEOC just revamped its guidance on racial and color discrimination in the workplace. These changes signal increased race-bias enforcement, plus more EEOC attention to "subtle" discrimination ...

Giving employees nicknames may seem like harmless fun. But realize that giving the wrong nickname can lead to legal trouble. How? If a nickname singles out an employee in a legally protected category, a court may say the nickname contributes to creating discrimination or an illegal “hostile environment.” That may seem obvious in such cases [...]

In a recent EEOC race discrimination settlement, Cracker Barrel agreed to pay more than $2 million to 51 current and former employees because of supervisors' actions at three of its Illinois restaurants ...

If an employee claims she was sexually harassed but the evidence shows that she gave as good as she got, you have a good defense in hand. As a new ruling shows, employees' sexual statements can be used against them when they sue for sexual harassment ...