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.

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 ...
THE LAW. Regular attendance is obviously a key job function for most of your employees. But despite your freedom to set and enforce attendance rules, you also face key legal ...
Issue: Failing to train employees on discrimination and harassment can prove a costly mistake, but so is training them the wrong way. Benefit: Effective and ongoing training signals your "good-faith" ...
Issue: Whether you should adopt a zero-tolerance policy toward employee misconduct. Risks: A poor policy can trigger lawsuits, and even a well-drafted one can force you to fire otherwise-good employees. ...
Issue: You must walk a fine line between allowing employees' religious expression and preventing that expression from harming the business or creating unbalanced treatment of employees. Benefit: Federal law says ...
Just because an older employee is preparing to retire, it doesn't give your organization the right to push him out the door.
The federal Age Discrimination in Employment Act (ADEA), ...
Issue: A key new ruling says your organization can offer benefit packages designed specifically for older employees. Benefit: More flexibility to set employee perks; eliminates the fear of "reverse" age ...
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 ...