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.
Employees who report what they perceive as offensive sexual conduct to their employer may think they are engaged in so-called protected activity. That’s rarely the case. While the sexual activity they observe may indeed be offensive in the workplace, reporting it doesn’t mean the employee suddenly has protection from retaliation.
A New Jersey woman is suing her former employer, contending she was fired after requesting different hours so she could avoid rush-hour traffic.
The Allegheny County Court of Common Pleas faces an EEOC age discrimination lawsuit after it dismissed a 70-year-old employee.
Here’s a tip that may save you from unnecessary litigation: When it comes to disciplining a disruptive worker, focus on the behavior. Don’t speculate on the reason the employee may be disruptive.
You conduct interviews to help determine who is the best candidate for a position. But every interview carries with it the possibility of a lawsuit.
Even a single comment can be enough to keep a sex discrimination case going—especially if the commentator happens to be a supervisor with firing authority.
You probably won’t be liable for a single incident of sexually oriented co-worker harassment if you punish the transgressor after you discover what happened.
Q. Since pregnancy does not qualify as a disability under the ADA, our company denies all special accommodation requests granted by otherwise healthy employees who are pregnant. Does this policy make us vulnerable to a lawsuit?
A DOL lawsuit claims that Los Angeles-based Cement Masons Southern California Administrative Corp. illegally fired an employee for cooperating with a federal investigation. The corporation managed assets for five Cement Masons employee benefits trusts in southern California.
It’s not just harassment from co-workers and supervisors that can become the basis for a hostile environment claim. When a subordinate harasses his boss and the employer doesn’t intervene, the supervisor has a claim. That’s why it’s important to address all harassment, whatever its source.