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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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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 [...]
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 ...
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 ...
Issue: Using school transcripts to screen applicants can lead to discrimination claims.
Risk: Without guidance, hiring managers can inadvertently use school records ...
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 ...
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, ...
Demand that managers give higher-ups clearly articulated business reasons for any impromptu medical tests they want employees to take. Often, courts will see these ...
Here's even more incentive to end harassment at the earliest opportunity: A new court ruling says employers could give up their best defense in court if they allow workers to suffer ...
When weighing hiring decisions, make sure you don't consider the applicant's weight, unless it's clear that it would prevent the person from performing the job's ...
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