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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.

Make sure your employee evaluation process includes clear-cut instructions and guidance for managers on how to link performance with compensation.
Reason: A new court decision says that giving employees a ...
Issue: A new Supreme Court ruling ratchets up your vulnerability to federal age-discrimination lawsuits.
Risk: Employees no longer need to show a "smoking gun." Even policies that inadvertently discriminate can ...
Before taking employment action against impaired employees, evaluate their abilities thoroughly. Your goal: Determine if they would qualify as "disabled" under the ADA, and therefore, earn accommodations. Compare the employee's abilities ...
Don't think that you can automatically swat away a pesky sexual-harassment suit by saying the complaining employee didn't follow your complaint procedure to a "T." Courts may let employees pursue their ...
Don't allow discrimination to continue at your workplace simply because the "discriminator" and "discriminatee" are in the same racial minority. Just as supervisors over age 40 can be guilty of age ...
Issue: The words you leave out of your sexual-harassment policy are as important as those you put in.
Risk: Imprecise, or too precise, wording can paint you into a corner ...
Issue: Who is considered "disabled" under ADA's definition?
Risk: Employees earn ADA protection if you regard them as disabled, even if their condition doesn't rise to the law's definition of ...
Issue: How far must you go to oblige an employee's religious practices under federal job-discrimination law?
Benefit: A new ruling says that you don't need to accommodate religious requests when ...
When it comes to handling employee complaints of unfair treatment, you'd better have a policy and a procedure in place to handle retaliation claims.
That's the $520,000 message a federal ...
Issue: Establishing quantifiable criteria for making hiring decisions.
Risk: Applicants have an easier time winning hiring-bias lawsuits if they can point to weaknesses in your stated reasons for hiring.
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