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 472
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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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There’s an easy way to avoid losing a discrimination lawsuit stemming from disciplining an employee who breaks company rules: Make absolutely certain you discipline fairly and evenhandedly, meting out punishment regardless of race, sex, nationality or other protected characteristics. Conduct regular audits of all disciplinary actions to make certain no one gets a free pass ...

A Mexican woman has been granted permission to serve as the lead plaintiff in a class-action lawsuit against a company that recruits and places temporary agricultural workers on farms and other agricultural operations in North Carolina and other states. The woman claims that International Labor Management Corporation purposely placed women in less lucrative temporary visa programs than men ...

When it comes to filing a sexual harassment claim under California’s Fair Employment and Housing Act, employees have just one year from the date of the alleged sexual harassment to file a complaint. Missing that deadline bars the employee from suing. But sexual harassment rarely occurs in a vacuum, and there’s rarely just one incident ...

A workplace affair can wreak havoc if the couple breaks up—especially if one is a supervisor. There may be a sexual harassment claim lurking in the affair. But that’s not the only problem. Sometimes an office affair can create an uncomfortable situation for other employees ...

If you receive a discrimination complaint, conduct a prompt and thorough investigation. Then have an independent party decide on any discipline. If the investigation was independent and the decision-maker was not the same person who allegedly discriminated against the employee, it won’t matter if the decision-maker was wrong—just that he or she believed the reason was genuine ...

The EEOC last month issued an extensive fact sheet that explains how federal anti-discrimination laws apply to pre-hire tests. The nonbinding guidance focuses on the best—and legal—practices for cognitive tests, personality tests, medical exams, credit checks and criminal background tests ...

If you’ve never had any formal psychiatric training, maybe it’s time you put your business plan aside and register for Psych 101. Why? A recent court ruling shows how the FMLA can require you and your supervisors to play psychiatrist, too ...

While no employer should condone any form of workplace harassment, it isn’t always necessary to terminate the alleged harasser. After all, sometimes it may be a matter of “he said/she said,” making it tough to sort out what really happened. That’s likely if there are no witnesses. In those cases, the best move may be to separate the parties ...

Nothing will fuel a lawsuit more than management’s poor behavior. While discharging an employee for any reason is stressful for everyone involved, there is a right and a wrong way to do it. The wrong way is to get emotional, to shout and unceremoniously throw the employee off the premises ...

One of the fastest paths to a nasty race discrimination case—and all the bad publicity that follows—is for a supervisor to make a racist comment. If that supervisor is then involved in any disciplinary action against the employee, chances are those earlier comments will provide the employee with direct evidence of discrimination ...

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