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.
Some jobs demand relevant, real-world work experience. If a failed applicant sues, claiming a college degree should have trumped on-the-job experience, you’ll probably win—if you can justify your experience requirements.
The jubilation was short-lived after an employer won what would have been a significant victory that might have reduced the number of cases the EEOC litigates. Alas, an appeals court quickly turned the tables.
Do you have employees who were born and raised in other countries and who therefore speak English with heavy, foreign-sounding accents? If so, be careful how you approach any discussion about their speech. If supervisors or managers criticize workers’ accents, a national-origin discrimination lawsuit may be in your company’s future.
Some employees attribute perfectly reasonable actions to race discrimination just because the decision-maker happens to belong to a different protected class. Fortunately, courts usually quickly dismiss such cases.
Guardsmark Security will pay $25,000 to settle a national-origin and age-harassment complaint filed by an employee working in San Jose.
Employers are supposed to provide reasonable accommodations that remove barriers to working for disabled workers. But those accommodations don’t have to include implementing changes that make a disabled employee’s commute easier.
Floridians filed 307 more discrimination complaints with the EEOC in fiscal year 2011 than they did in 2010. The greatest number of Florida complaints—3,231 in all—alleged retaliation.
Here’s a reminder for harried and overworked HR professionals: Even if your anti-harassment policy states that you will investigate all harassment complaints, you don’t have to drop everything to chase down clearly meritless allegations.
The Court of Appeal of California has ruled for the first time that a partner who reports sexual harassment is protected from retaliation under the Fair Employment and Housing Act (FEHA).
New Yorkers filed 3,802 discrimination claims with the EEOC in fiscal year 2011, two fewer than the year before, according to data the commission just released.