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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Too many managers and supervisors offer unsolicited advice to employees who’ve filed discrimination complaints. The suggestions usually include being more of a “team player” and “not rocking the boat.” Tell managers such “helpful” career tips can backfire badly ...

Employers that use a hiring committee to decide between candidates can put more emphasis on interview performance as a factor in the selection process. That’s true even if assessing how a person interviews is somewhat subjective ...

When it comes to co-worker sexual harassment, it’s not enough to “fix” the problem by transferring the harasser. If you don’t also investigate the underlying complaint, expect a lawsuit when the harasser strikes again ...

It’s almost never wise to comment on an employee’s religion or religious practices. But take heart in a new ruling that shows not all inappropriate comments will be deemed discrimination ...

If you’re about to fire an employee for misconduct, think about consulting an attorney before you commit the reason to writing. Sometimes no reason is better than one that could trigger a discrimination lawsuit ...

When it comes to employee complaints and how your organization responds to them, uniformity is the most important factor ...

Religious discrimination need not be based on bias against an employee’s religion. The reverse is also possible ...

Until recently, it was unclear whether Pennsylvania employers could require employees to give up the right to sue for FMLA violations in exchange for severance payments. That was because the FMLA explicitly says employees can't waive their FMLA rights as a condition of employment ...

Too many companies’ sexual harassment policies are ancient history—drafted almost a decade ago after the U.S. Supreme Court laid down strict liability rules for how employers must protect employees from sexual harassment. But a dusty binder on a shelf won’t do anything to protect your company ...