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.

DuPont engineer Godwin Igwe filed a discrimination lawsuit, claiming the company denied him bonuses and promotions because of his national origin. But DuPont successfully defended the suit because its records showed that Igwe said he understood and accepted his demotion because of funding cuts in his department ...

If you have a good business reason, you can require employees to speak English on the job. But don't go overboard. As a New York City hotel just found out, requiring English be spoken at all times, even in the employee breakroom, can spark an EEOC national-origin claim ...

Employers need to keep their eye on a growing trend: a groundswell of support for more freedom to practice religion in the workplace. And support for the movement is coming from some unexpected quarters: the U.S. Supreme Court and a bipartisan coalition of U.S. senators ...

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 ...

The mantra in real estate is “location, location, location.” But the mantra in employee discipline must always be “consistency, consistency, consistency” ...

If it's been awhile since the last overhaul of your employee handbook, you may be courting danger. Establish a regular revision schedule for your handbook, updating it once a year or whenever significant statutory changes occur ...

Employers often bend over backward to give employees second chances. But when second chances turn into third and fourth chances, you'll  probably lose your patience and send the employee packing. Some employers, however, wrongly believe that they must cite a particularly serious behavior or performance problem as the last straw before termination. As a new ruling shows, that's simply not true ...

It's summertime, and corporate thoughts turn to company picnics and outdoor morale-boosting efforts. One word of caution: If your team-building exercises go beyond three-legged sack races and into the realm of reality TV, you could be headed for a lawsuit ...

Process every employee complaint without commenting on its merits or on the potential consequences of making the complaint. Remind managers to do the same. Never make snide comments ...

If an employee has attendance problems due to health issues, those absences may not be covered by the ADA even if they're covered by the FMLA. That's especially true if regular attendance is an essential job function ...