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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Most organizations realize they have to take reasonable steps to stamp out sexual harassment. Their efforts have probably done a lot to wipe out the most blatant examples,  but what about more subtle harassment? ...

No single federal law governs job applications. Your biggest risk is asking unnecessary questions that run afoul of federal or state laws banning job discrimination on the basis of sex, age, race, religion, national origin or disability. But, done right, your application can be a great tool to communicate important information ...

Can you fire someone for speaking to the press? According to one court’s reasoning, it’s possible ...

According to the U.S. District Court, Eastern District, Wayne State University appropriately handled sexual harassment complaints by an assistant director in the university’s Center for Chicano-Boricua Studies ...

Six months after a state investigation revealed an “oppressive culture” of intolerance and bullying toward women and blacks in the Law Enforcement Division of the Michigan Department of Natural Resources (DNR), the agency is still reviewing the report, and other employees have stepped forward to reinforce its findings ...

If you classify employees as either permanent or probationary, you can apply different disciplinary standards to the different classifications. That’s true even if the employees perform the same job and violate the same rules ...

When employees sue under the employment discrimination laws of Ohio, they often allege disparate treatment and try to show their employer treated members of their protected class (e.g., age, race, sex) more severely than other employees. The key to a good defense lies in tracking each and every disciplinary action when it occurs ...

The Ohio Fair Employment Practices Act makes it illegal to subject employees to a racially hostile work environment. But not every hostile act does a lawsuit make. Much depends on management’s response to such hostility ...

Ever since a U.S. Supreme Court ruling in 2005, older workers and applicants have been able to prevail in age discrimination suits if they can show that an employer’s policy or hiring standard has a so-called “disparate impact” on those over 40 years old ...

Good news if you’ve ever wondered whether that arbitration clause you had your employees sign is valid. As long as certain conditions are met, employers can require employees to sign an arbitration agreement as a condition of employment ...

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