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.
Q. Our company has been having financial difficulties and we have considered reorganizing for several months. Our chief operating officer has been charged with determining whether any of the current jobs can be eliminated. Recently, before any final reorganization decisions were made, an employee came forward claiming that the COO had been harassing her and had created a hostile work environment ...
A hearing-impaired Los Angeles man is suing the Bed Bath & Beyond retail chain, complaining that it fails to provide captions or transcripts for the promotional videos that play in the aisles of its stores.
If an employee chooses to return to work in a hostile environment, that makes it much harder to successfully sue for harassment.
Occasionally, we all have to deal with overly emotional employees. Handling them requires a mature and measured response, especially if it looks like you may have to discipline them.
Merced-based Alia Corp., which owns 20 McDonald’s franchises in the Central Valley, will pay $100,000 to settle a former supervisor’s disability discrimination suit. The man claimed Alia illegally demoted him because of his intellectual disability.
The Texas Senate is considering a bill that would ban discrimination against lesbian, gay, bisexual or transgendered employees and job applicants. Introduced by Sen. Leticia Van de Putte, S.B. 237 would prohibit employment discrimination based on sexual orientation, gender identity and gender expression.
Waconia-based Applied Vacuum Technologies (AVT) has settled a disability discrimination suit with the EEOC. A former employee had filed the complaint after the company terminated him.
The 5th Circuit Court of Appeals in Houston has ruled unanimously that firing a woman because she is lactating is unlawful sex discrimination under Title VII.
In a major victory for employers, the Supreme Court has ruled 5-4 that, in Title VII discrimination cases, only someone with the power to take “tangible employment action” can be considered a supervisor. The June 24 decision in Vance v. Ball State will make it harder for employees to sue for supervisor bias.
A Pennsylvania-based energy-industry staffing firm has agreed to pay $190,000 to a black former employee to settle charges that a foreman harassed and physically abused the man because of his race.