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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Employees need to prove they suffered some sort of "adverse job action" (firing, demotion, worse job conditions, etc.) to file a discrimination lawsuit. But variations in work schedules don't necessarily amount to an adverse action. That's true even if an employee's altered schedule results in fewer overtime hours ...

By having a tough anti-discrimination policy and a clear complaint procedure, you establish what lawyers call an "affirmative defense," meaning you have a weapon to defend yourself in court. But you must put forth those affirmative defenses very early in a lawsuit ...

While the ADA was created to stop employment discrimination, the law also requires you to provide equal access (and possibly accommodations) for disabled employees in the area of emergency evacuations from your workplace ...

If you plan to lay off employees, structure early-retirement offers carefully to avoid age-discrimination lawsuits. In particular, avoid making "take-it or leave-it" offers that force employees to choose between resigning with a severance package or being terminated ...

Are your anti-harassment efforts legally bulletproof, or are they full of holes? Probably somewhere in between, if you're like most employers. Here are six holes that need patching in many employers' training and investigation practices ...

One wrong move (especially during the firing process) can send employees running for courthouse. Teach supervisors to avoid unnecessarily angering employees by pointing out the following common mistakes ...

When hiring people who need to possess certain licenses, make sure you do more than just check that the applicant holds the license. Your application process should include a background check into any violations that could lead to a license revocation ...

 

Title VII of the federal Civil Rights Act prohibits employment discrimination based on a person's sex. When office romances sour, scorned lovers often use this law to allege that their former lover was a sexual harasser ...

If you think that you can forget about a discrimination dispute just because the employee doesn't file an EEOC complaint within the allotted time, you may be in for a surprise. As a new court ruling shows, the EEOC can sue your organization years, or even decades, after the alleged discrimination took place ...

Although it may be tempting to let unproven employees "try out" a promotion to see if they'll work out, be careful of the hidden legal risks. If you treat the acting supervisor differently than other promoted employees, you could end up on the wrong end of a discrimination suit ...