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.
Here’s some good news. One single isolated comment about an employee’s advancing age or his country of origin isn’t enough to sustain a lawsuit claiming age discrimination.
Now that every paycheck can become the basis for a new equal pay claim, smart employers are proactive about making sure they base compensation on factors other than sex, age or some combination of those factors.
Here’s an easy way to stop retaliation lawsuits: If an employee has complained in the past about harassment, discrimination or other legal wrongs, make sure that information stays confidential.
When an employee claims a co-worker sexually harassed her, employers have to investigate the claim, even if there aren’t any witnesses. Getting to the truth requires a timely investigation, as well as immediately separating the co-workers.
Just before the launch of Amazon's new TV series about a 70-year-old divorced father who announces to his children that he intends to transition from a man to a woman, the EEOC filed its first-ever lawsuits alleging sex discrimination against transgender individuals.
A nurse, battling cancer, sought an accommodation that would allow her time off for chemotherapy treatments while remaining a full-time employee. The hospital refused and fired her, according to a lawsuit filed by the U.S. Equal Employment Opportunity Commission.
The birthday party that Arthur’s product team threw for him in the break room was going fine. Then Gary and Ellen strolled in with... The Cake.
State Sen. Donna Campbell has proposed legislation authorizing a referendum to amend the Texas Constitution in a way that opponents say would allow Texas businesses to fire lesbian, gay, bisexual and transsexual employees and refuse service to LGBT customers if the business owner objects to the employee or customer’s lifestyle because of religious beliefs.
Simply put, documentation is what wins many lawsuits. That’s especially true when more than one supervisor has documented past problems.
Here’s something to consider when punishing employees for the use of racial or ethnic slurs: Don’t think that one race can use a term, but that another cannot.