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.
The city of McAllen seems to be turning a page with the departure of an assistant city manager. The official had previously filed a sexual harassment complaint against a former city manager who retired in March.
It doesn’t take much to get a lawsuit going. Employees just have to show that discrimination may be the reason why they weren’t promoted or failed to receive benefit of employment that was afforded to someone of a different race, sex or other protected characteristic. Something as simple as an employer not following its own promotion policies will do the trick.
A San Antonio ironworks has decided to drop its two-year-old fight with the EEOC over allegations that it harassed black workers.
A federal judge has agreed to dismiss racial discrimination claims leveled against the Harrisburg Area Community College by a black woman who was twice turned down for a position as vice president.
Disabled employees are entitled to individualized assessments of their limitations so employers can determine if a reasonable accommodation is possible. It's crucial to be flexible.
When bad romance spills over to the workplace, you don’t have to put up with the aftermath. Set strict rules about behavior and don’t tolerate loud arguments, threats or other disruptions.
Just as women have the right to dignity in a workplace free of sexual harassment, so do men.
Minnetonka, MN-based G&K Services has settled sex discrimination charges leveled by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.
We’ve said it before, but it needs to be said again: Simply having a sexual harassment policy in your handbook won’t save you from a lawsuit. It’s all about what you do with that policy.
Q. We are a retail company. Our public image and our reputation for being a patriotic corporate citizen are both very important to us. We tend to hire a predominately young workforce and individuals with trendy, but “clean cut” and energetic appearances. I also don’t want to be forced to hire people with head coverings or facial hair, which we don’t allow. Can the government force us to do that?