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.

Issue: Must you include a position's most obvious requirements, such as working at the job site, in employees' job descriptions? Risk: Misunderstandings can spark lawsuits from employees who are eligible ...
If your organization wants to cut employee benefit costs, the U.S. Supreme Court just flashed the green light on one tactic: You can offer more generous benefits to older employees than ...
As a manager, you need to let employees express their religious beliefs while, at the same time, making sure those expressions don’t infringe on the rights of co-workers or the organization. That task is more difficult than ever. Why? Employee claims of religious discrimination in the workplace have nearly doubled in the past decade. The [...]
You may be surprised to discover that the Americans with Disabilities Act (ADA) may protect workers who are alcoholics, even if they currently drink. To earn ADA protection, an alcoholic's addiction ...
Issue: Cheap new products make it easier to thwart workplace drug tests. Risks: You could inadvertently be adding more substance abusers to the payroll. Action: Thwart drug-test cheaters with ...
You know what they say about good intentions. As the following case shows, if your anti-harassment efforts are seen as an attempt to squash a union-organizing bid, you could be slapped ...
Issue: When can you refuse to rehire a former employee who may be protected under the Americans with Disabilities Act (ADA)? Benefit: You don't have to rehire people who are ...
It's clear that some jobs require employees to work on site and work alongside others. But must you state that fact in every job description? The following case says "No," you ...
Alert managers that they can't demote, fire or retaliate in any way against employees simply because they ask you to accommodate their physical ailments. That advice holds true even if employees ...
Employees are clearly entitled to their own religious beliefs. But your organization doesn't need to bend the rules to allow those beliefs to interfere with the rights of other employees.
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