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.
Ohio-based MPW Industrial Services has agreed to settle a disability discrimination suit the EEOC filed on behalf of a job applicant.
Of course you should strive to keep your workplace free of discrimination, but you don’t have to satisfy unreasonable equity requests.
Sometimes, the tension between sympathy for a disabled worker and a need for productivity leads to frustration and perhaps even ill-chosen words. Luckily, one or two such incidents aren’t likely to end in a big jury award.
Employees only have 300 days to get their EEOC complaints in after being fired or otherwise being hit with an adverse employment action.
Here is some good advice for managers on the lookout for sexual harassment: Don’t just keep the jocular guys on your radar. The sleazy and unwelcome conduct can come from anyone in the workplace, as Wells Fargo Bank recently learned.
Do you type two spaces after a period? If so, your résumé may be destined for the wastebasket. According to career counselor Marc Miller, adding that extra space is a résumé mistake that brands an applicant as Too Old.
Ohio-based shoe retailer DSW has agreed to pay $900,000 to seven former managers who were let go during the recession. The settlement covers DSW activities at its home office and throughout its Midwest region, which includes Minnesota.
Are you facing the prospect of terminating an employee who happens to be the only member of a particular protected class? Don’t let the fear of a lawsuit stop you from making a legitimate business decision. Just make sure you can document exactly why you have chosen this employee for termination.
Buffalo, Minn.-based Izza Bending Tube & Wire has settled a retaliation suit filed by the EEOC. The suit alleged an employee had her salary cut, was demoted, laid off and ultimately terminated after she refused to discriminate against a black employee.
It isn’t just about protecting employees. It’s also a sound risk-management strategy against harassment liability.