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.
A Wake County jury has convicted the former headmaster of East Wake Academy in Zebulon of one count of sexual battery and another of assault on a female.
A federal jury has awarded $450,000 to a mentally disabled former Kroger grocery store employee in Plano whose manager constantly insulted him. The EEOC filed a disability discrimination lawsuit on the employee’s behalf in 2012.
Angel Medical Center in Franklin faces an EEOC lawsuit for allegedly terminating a nurse who asked for an accommodation that would allow her to keep her job while she received chemotherapy treatment.
The EEOC sued a Munice, Ind., Dollar General retailer on a dyslexic employee’s behalf and won a $47,500 settlement. The employee had asked for help reading during a mandatory test that followed computer-based training, but his request was denied.
Camden Place Health and Rehab in Greensboro has settled a disability discrimination claim with a former employee for $51,000. The certified nursing assistant had been fired after she refused to supervise patients during their outdoor smoking breaks.
Here’s an important factor to consider when terminating an employee who has recently complained about alleged discrimination of some sort: If she can show at least a tenuous connection between her complaint (like its timing) and her discharge, she will probably be able to proceed with her lawsuit.
Charges of job discrimination traditionally spike during recessions. And that certainly happened during the Great Recession, as employee job-bias complaints filed with the EEOC reached all-time highs of more than 99,000 complaints in 2010, 2011 and 2012. However, an improving economy had employees in a less litigious mood during fiscal year 2013.
If you’re honest when law enforcement officials ask for information about a potential crime involving an employee, the worker can’t sue for false arrest, even if he’s not formally charged or eventually is found not guilty.
The EEOC has taken up the case of a man who worked as a translator for Haitian workers at a Lumber Bridge chicken farm. The man allegedly complained that Haitian workers at Mountaire Farms were treated more harshly than other employees. He claims that he made one complaint too many and was fired for it.
Employees who complain about discrimination can sue if they suffer retaliation for complaining. Retaliation is anything that would dissuade a reasonable employee from complaining in the first place. The key is “reasonable.”