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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New York Mills-based Lund Boat and parent company Brunswick Corp. have agreed to settle sex discrimination charges filed by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.
Meyer Tool has agreed to pay $325,000 to settle race discrimination charges leveled by the U.S. Department of Labor’s Office of Federal Contract Compliance Pro­­grams. The OFCCP claims the company systematically discriminated against black applicants.

Do you have a standard hiring rule that effectively screens out some job applicants? If so, scrap it. Instead, consider each applicant on his or her merits, especially if the rule could harm applicants with certain disabilities.

Three fired female drivers filed gender discrimination complaints with the EEOC against Prince Abdul-Rahman and Crown Prince Limousine and its owner. Following the EEOC’s unsuccessful attempt to mediate the complaint, the women have now filed suit in federal court.
Q. We received a charge from the EEOC and we’re dealing with it. Now we’ve received correspondence from the state equal opportunity agency, too. What’s up? Are we going to be investigated twice?
Good news for employers faced with a former employee who tries to add defamation to his case based on alleged employer misrepresentation. What you say to an agency like the EEOC can’t be grounds for a separate defamation action.
New EEOC guidance shows how Title VII and the ADA may affect employer efforts to assist employees victimized by domestic violence. It shows how em­­ployers might be inadvertently compounding victims' pain—and how that might create legal liability.
If you need to conduct a reduction in force because of slow business, it’s perfectly legal to move employees around to better meet your new needs even as you lay off others. Few judges will second-guess those moves, even if the main im­pact is on one employee who happens to be a member of a protected class.

Under the ADA, employees who associate with disabled individuals can’t be discriminated against. But that doesn’t mean you are obligated to accommodate any schedule needs, provide additional time off or otherwise accommodate the employee so she can care for the disabled child.

Two former Hilton Minneapolis bartenders are suing the downtown hotel, claiming they were punished for spurning a female manager’s sexual overtures and then complaining about sexual harassment.
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