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.
These days, many employers are short-staffed, and feel like they can’t add anyone to payroll. Even so, it’s no surprise that disabled employees sometimes ask for accommodations that include providing help to do their jobs. Fortunately, employers don’t have to hire more staff to comply with the ADA.
Courts don’t want to spend all their time mediating minor workplace disputes. Judges aren’t HR professionals and don’t want to run your business. Keep that in mind the next time an employee files a lawsuit based on one or two allegedly hostile incidents. Chances are, the case will be dismissed.
Here’s a reminder that you should not ignore complaints about workplace harassment—or promise to take action but then fail to follow through. Not only may this mean a discrimination or harassment lawsuit, but the employee could quit and qualify for unemployment compensation, too.
Here’s a reminder for the next time you provide harassment and discrimination training: Tell managers and supervisors that they should never comment on an employee’s religious preferences or make any assignments based on notions about certain religions.
Some employees behave in ways that create an unpleasant environment for their co-workers, subordinates or supervisors. There’s no reason to put up with bullies and other ill-behaved employees.
If an employee cares enough about a promotion, assignment or training opportunity to contact HR with a complaint, save the note, email or other communication. Here’s why.
New York City-based BNV Home Care faces an EEOC lawsuit after staff members complained that the company sought extensive family health histories as part of an “employee health assessment.”
Goodwill Industries will pay $100,000 to settle a long-standing lawsuit for retaliation filed by the EEOC.
When the EEOC gets wind of alleged discrimination, it is free to investigate that practice and sue the employer—all without naming an actual victim.
Some employees complain all the time and don’t get along with their bosses and co-workers. But if their complaints aren’t specific and don’t raise at least potential discrimination based on race, age, sex or some other protected characteristic, their complaints aren’t so-called “protected activity.” Therefore, they can’t be the basis for later retaliation claims.