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 employees think that teasing each other—even about sensitive topics like race—is perfectly fine. But sometimes joking escalates to the point where what was once tolerated or even welcomed crosses the line. How you handle those situations can mean the difference between winning or losing a reverse-discrimination case.
Life can be unfair and the workplace is no exception. Sadly, employers can’t stamp out all unfairness.
A Greensboro-area Bojangle’s restaurant has agreed to pay $33,426 to a former female employee after she was harassed, retaliated against and fired for refusing her manager’s advances.
Good news for employers and supervisors worried about whether the Genetic Information Nondiscrimination Act expands individual liability and allows employees direct access to court. The answer is no.
Some government agencies and utilities have special-duty assignments—units that are called out in emergencies or during busy times. While serving on such a team may be prestigious, not being selected isn’t usually grounds for a discrimination lawsuit.
Is your sexual harassment policy up-to-date? If it has been gathering dust and is largely ignored, you are creating possible co-worker sexual harassment liability.
A federal court has sidestepped the question of whether workplace discrimination based on participation in an interracial relationship is illegal under the North Carolina Equal Employment Practices Act.
Some people claim they are extremely sensitive to chemicals and that their condition is a disability that must be accommodated under the ADA. Employers then have no choice but to start the interactive accommodations process. But if the list of chemicals is long and if it’s impossible to remove them from the work environment, you can try your best and may still have to admit defeat.
The EEOC filed only 122 discrimination lawsuits against employers in fiscal year 2012, less than half the number it did in 2011, says the Seyfarth Shaw law firm. They attributed the decline to a series of court rulings in which the EEOC was slapped down for “shooting first, aiming later.”
Some employees are hypersensitive to any criticism, even if it is constructive. That won’t turn a weak discrimination lawsuit into a winner. For example, if the employee receives a largely positive performance review that lists some areas in need of improvement, chances are the court will toss the case fast.