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 it comes to employment-law cases, if you think your organization will settle the case (rather than go to trial), do it as early in the discussions as possible. It could end up saving you big bucks ...

Employees who are infertile may qualify for reasonable accommodations under the ADA. That's true even if the underlying medical condition that caused the infertility has been cured. As a result, you may be required to give infertile employees time off for fertility treatments and even adoption planning ...

It doesn’t take much for employers to become liable for sexual harassment once someone in authority knows (or should have known) about the probability that harassment will occur. Actual knowledge that harassment has occurred isn’t necessary. In fact, liability can be triggered by something as minor as an employee’s comment that she is “uncomfortable” around a co-worker ...

Q. I work as an HR generalist at a large hospital. My supervisor told me to ask a certain applicant for her date of birth during the hiring process. Isn’t it illegal to ask for an applicant’s birth date? —K.G., Philadelphia

Employers are always looking for ways to cut health care costs … and smoking and overweight employees may seem like ripe targets for change ...

If you hire emotionally disabled employees, be sure to integrate them into your regular staff meetings and events. Avoid treating them as a separate (even if equal) component of your work force ...

Q. You recently said that I-9 forms can now be stored electronically. To save on office space and filing time, our department is considering scanning and electronically filing all personnel files and documents. Is this OK? —S.S., California

Q. A recent sexual harassment complaint reported the conduct of management employees at a private party. The party was outside the normal workday and wasn't sponsored by the company. What is the company's liability? —W.S., Wisconsin

Q. A former employee recently filed a complaint against my company with the Equal Employment Opportunity Commission (EEOC) alleging race discrimination. As part of its investigation, the agency will be coming to our offices to interview employees. Do I have to make these employees available? Can I sit in on the employee interviews? —D.N., Colorado

A federal judge in the Northern District of Texas recently dismissed a Title VII discrimination lawsuit brought by a lesbian nurse who claimed that she was fired because of her sexuality and appearance ...