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.

Don't make different bathroom-break rules for the different sexes. Case in point: A manufacturer's new factory had only one restroom, which was designed for men. Female employees could use that restroom ...
In light of the Supreme Court's recent landmark age-bias ruling, you should schedule time in the coming weeks to review your organization's policies, from hiring to compensation and layoffs, to find ...
Like many employers, you may have legitimate business reasons for hiring bilingual employees. Federal anti-discrimination laws allow you to target bilingual employees, as long as you use their language skills, not ...
Make sure your employee evaluation process includes clear-cut instructions and guidance for managers on how to link performance with compensation.
Reason: A new court decision says that giving employees a ...
Issue: A new Supreme Court ruling ratchets up your vulnerability to federal age-discrimination lawsuits.
Risk: Employees no longer need to show a "smoking gun." Even policies that inadvertently discriminate can ...
Before taking employment action against impaired employees, evaluate their abilities thoroughly. Your goal: Determine if they would qualify as "disabled" under the ADA, and therefore, earn accommodations. Compare the employee's abilities ...
Don't think that you can automatically swat away a pesky sexual-harassment suit by saying the complaining employee didn't follow your complaint procedure to a "T." Courts may let employees pursue their ...
Don't allow discrimination to continue at your workplace simply because the "discriminator" and "discriminatee" are in the same racial minority. Just as supervisors over age 40 can be guilty of age ...
Some judges interpret policies, including those on sexual harassment, as enforceable contracts between employer and employee. To prevent charges that you didn't live up to your side of the bargain in ...
Issue: The words you leave out of your sexual-harassment policy are as important as those you put in.
Risk: Imprecise, or too precise, wording can paint you into a corner ...