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.
Many employers have a hotline that employees can call to report discrimination, harassment or other workplace problems. Generally, employees who call a hotline are protected against retaliation because the call itself is “protected activity.” But that’s not always the case.
If you have an ethics, harassment or discrimination hotline, be sure to track all complaints that come in, your response and any follow up. This information will come in handy later if someone who used the hotline sues, claiming you ignored her complaints or otherwise discriminated against her.
Outrageous behavior by a co-owner of Ricardo’s Restaurant in Erie has cost the establishment $20,000. The EEOC reports that it has settled sexual harassment complaints filed by one of the restaurant’s former employees.
Here’s a cautionary tale about changing a new employee’s job duties soon after hire. He or she may claim the real reason is discrimination if the change happened soon after a new boss discovered the employee belonged to a protected class.
Pittsburgh-based Maxim Healthcare faces a suit from the EEOC after it refused to place an HIV-positive healthcare worker at a Veterans Administration hospital.
Here’s another reason to guard against retaliation following a sexual harassment complaint: You could be slapped with an unfair labor practices charge for actions that occur after an employee asks co-workers to help gather evidence of harassment.
San Jose-based Riviera Consulting will pay $100,000 to a former employee after the firm terminated him because of his poor eyesight.
Here’s a case that shows how important it is to keep good records of the interview and hiring process. When a rejected applicant sued, an employer ended up having to call in former applicants to whom it had offered jobs but who had turned down the offers. The employer won the case on the strength of those other candidates’ testimony.
Some employees may be embarrassed when they experience sexual harassment. They may feel too uncomfortable to come right out and repeat offensive comments they heard. What should HR do?
You may think you have a great training program that helps good employees acquire new skills and then promotes the best ones. But it takes just one rogue supervisor to sink the best training if you don’t have checks and balances to make sure it is being used appropriately.