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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.

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You’d think wanting your work force to look healthy and in reasonable shape would be good for business, especially if your employees work face to face with customers or clients. Not necessarily, if a recent court case is any indication.
Issue: Using school transcripts to screen applicants can lead to discrimination claims.
Risk: Without guidance, hiring managers can inadvertently use school records ...
You know to investigate harassment complaints when they land on your desk. But what if the complaining employee shows a lack of interest in her initial complaint, ...
Issue: Courts place the burden on employers to complete investigations of sexual harassment complaints, even in the face of reluctant complainants.
Risk: Failing to pursue complaints actively will come back ...
If your company has policies on job transfers or resignations (and it should), make sure they are clearly articulated and strictly followed by managers ...
Issue: Responding to employee harassment complaints is a high-stakes venture.
Risk: A botched investigation can damage employee moral and spark a lawsuit.
Action: Make sure you (or any manager ...
In a decision that elevates your legal risk in discrimination cases, the U.S. Supreme Court ruled in June that employees no longer need to show direct evidence ...
Layoff or firing? Probationary or “permanent” employee? Using the wrong employment-related terminology with an employee can expose your company to costly lawsuits. Here’s a look at five of the most common examples: 1. ‘Permanent employee’ “Employment at-will” is the rule in most states. That means you can fire an employee at any time, for any [...]
THE LAW. You have the right to demand a drug-free workplace, but employees also have reasonable rights to privacy. That's why drug testing and substance abuse prevention ...
Issue: Courts won't consider a manager "insubordinate" for ignoring a boss's order if the manager believes the order is discriminatory. Risk: Increases danger of retaliation ...
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