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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When deciding whom to promote, make sure you're using an impartial selection process to pick the best candidate. That's the only way to stay on safe legal ground ...

When you're thinking about discharging a problem employee, consider running a criminal background check. In many cases, discovering a serious crime conviction can provide additional justification ...

Think your managers and supervisors could use a refresher course on complying with the Americans with Disabilities Act? Contact EEOC Pennsylvania, which offers free seminars at its regional offices ...

More organizations are establishing mandatory arbitration agreements that require employees to arbitrate employment disputes rather than go to court. But if you're considering such agreements, make sure they contain language that covers events that occurred before you put the arbitration policy in place ...

When employees complain about a sexually hostile environment, it pays to remedy the situation … fast. That’s true even if you don’t believe the actions would amount to illegal harassment ...

Employers that want to trim their work force often sweeten the exit with severance payments. In exchange, employees sign away rights to lawsuits they may otherwise have contemplated. But what about employees who already have pending employment discrimination lawsuits or EEOC or state agency complaints? ...

It’s not only illegal to discriminate against females in the work force, it’s also illegal to show bias against certain subsets of women ...

Wakefern Food Corp., owner of local ShopRite food markets, recently was hit with two employee discrimination lawsuits ...

For many employers, absenteeism is a constant problem. You know you must give employees some slack, especially for family and medical emergencies and to accommodate disabilities that sometimes flare up. But, to make sure the work gets done, you need to know who’s going to show up and who isn’t ...

Q. Since Sept. 11 and due to the economic doldrums, some of our employees have not been the same emotionally. We’ve tried to be patient and understanding, but they seem to need something else. We’ve heard that some companies are contracting with corporate ministry services. Is this practice legal or advisable? —S.S., Virginia

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