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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.

Some judges interpret policies, including those on sexual harassment, as enforceable contracts between employer and employee. To prevent charges that you didn't live up to your side of the bargain in ...
Several applicants over age 40 complained to the EEOC about age bias after they were turned down for admission to a maritime training apprenticeship program. The EEOC sued the program and ...
Don't track applicants' race, sex, religion, age or national origin information on their applications or any other pre-offer documents unless you're required to do so under certain affirmative-action laws. And if ...
Managers may want to "get tough" on employees who have given them trouble in the past. But, as the following case shows, employees can sue for retaliation if they can prove ...
Courts usually allow you to set grooming policies or appearance standards, particularly for employees who deal directly with customers. Just make sure you apply your rules evenhandedly across your work force. ...
Supervisors may naturally feel more comfortable with employees from one gender or the other. But, as a new court ruling shows, it's important to counsel supervisors never to hold members of ...
An employee's ability to sue your organization expires at different times under various employment laws. For example, in most states, employees can file sexual harassment lawsuits within 300 days of the ...
Say you have an employee who complains that certain workplace smells make him or her sick. If the employee asks for an accommodation to block out the offending odors, must you ...
Don't treat temporary workers like second-class citizens when it comes to complying with employment laws. Contrary to popular belief, your organization isn't protected from job-discrimination lawsuits simply because the workers affected ...
Employers "hire for fit" all the time. But sometimes, a fine line exists between basing decisions on job-related qualifications and the employer's "gut feelings" about the applicant. The problem: That gut ...