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.
Q. What is the final rule that the EEOC issued regarding the Age Discrimination in Employment Act (ADEA)?
Title VII prevents religious discrimination in the workplace. That means accommodating different religious beliefs, including those not tied to traditional religions. Religious discrimination lawsuits usually arise from conflicts over work schedules, dress codes for safety that bump up against religious practices, and First Amendment complaints.
Not every pregnancy is the same and not every pregnant woman can perform her job right up until she goes into labor. Because there is so much variability and because women are protected from pregnancy discrimination, it’s crucial to consider each case individually.
National origin discrimination is prohibited under Title VII. It forbids bias based on physical, linguistic or cultural traits associated with a national origin group. Among the specific areas that often trigger employee lawsuits on national origin are English-only rules, ethnic jokes and slurs, and stereotyping.
The U.S. Department of Labor’s Office of Disability Employment Policy just unveiled a study, Employer Strategies for Responding to an Aging Workforce. The study urges employers to follow these strategies to avoid age discrimination complaints:
Every employer practice and policy must be put under the legal microscope to ferret out sex discrimination. Among the most common triggers for sexual discrimination charges are hiring interview questions, old boy network promotions, favoritism in assignments, gender stereotypes, and issues surrounding sexual orientation.
The 11th Circuit Court of Appeals has approved new grounds for discrimination lawsuits. It recently ruled that employees who file discrimination complaints can sue for retaliation if their employers punish them with a hostile work environment.
Foothill Ranch-based fashion retailer Wet Seal faces a class-action lawsuit from black current and former employees who allege an internal email complained that the company had too many black workers.
Here’s a warning to employers that use a progressive disciplinary system: Follow it—for everyone. Cutting the process short except for good, solid reasons is asking for trouble. Performance improvement plans are a good example.
Courts don’t tolerate religious harassment, but they won’t punish an employer for occasional lapses in good sense, either. That’s the lesson of the following case.