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.

You're required to reasonably accommodate employees when their religious practices conflict with their job requirements. But what if an employee asks for an accommodation just so he can work overtime? Must ...
Can supervisors be guilty of retaliation if they give a mostly positive performance review? Yes, it's possible.
As the following case shows, if an employee views any part of her ...
Issue: Whether employees are considered "disabled" if their ailments can be kept in check by corrective treatments.
Risk: Many employers wrongly assume that corrective treatments wipe out an employee's ADA ...
You may think that if an employee subjects both male and female co-workers to the same offensive conduct, employees of neither sex can file a sexual-harassment lawsuit.
In past cases, ...
Issue: Whether a marketing strategy can, or should, dictate your organization's hiring practice.
Risk: Any hiring strategy that appears to discriminate against a protected class is fair game for EEOC ...
If your organization regards an employee as having a
"disability", even if his or her condition doesn't rise to the Americans with Disabilities Act (ADA)'s definition, your actions could cause ...
Issue: Most organizations lack formal elder care benefits or policies. Instead, they assist employees by making exceptions to other policies.
Risk: Unless you apply those exceptions fairly, you'll risk complaints ...
In what the Equal Employment Opportunity Commission (EEOC) labels a "landmark" settlement, retailer Abercrombie & Fitch is shelling out nearly $50 million to settle three employment discrimination suits ...
Supervisors have a duty to respond to any employee harassment, but that duty doesn’t stop once you take action the first time. You must remain on constant vigil for additional outbursts, then react immediately to those, too. As a recent ruling shows, courts won’t look kindly on employers, or managers, who stop harassing incidents once, [...]
Issue: Accommodating employees' religious beliefs and practices even though you question their legitimacy.
Risk: You'll waste time (and potentially spark a lawsuit) by challenging a person's religious sincerity.
Action: ...