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 Nishimoto Trading Co., which sells Asian foods to various defense department facilities, has agreed to pay $400,000 in back wages to women who alleged the company illegally refused to hire them. Nishimoto operates a facility in Miramar.
One of the largest orchid farms in the United States—Cyma Orchids in Oxnard—will pay $240,000 after the EEOC moved to root out an infestation of sexual harassment.
Employers know to be wary of drug tests because they sometimes falsely show that someone has been using illegal drugs. Now Chicago-based United Insurance has learned of another danger: Drug tests can trigger disability discrimination lawsuits.
Q. One of our employees recently violated a work rule by shouting at his supervisor. After the incident, the employee disclosed to the company for the first time that he had a mental disorder that he claims caused his conduct. Can we discipline him, or would that be disability discrimination?
A company whose business is maintaining and repairing U.S. Navy equipment has agreed to settle with an employee who said his religious convictions prevented him from working on “weapons of war.”
The EEOC and the Comfort Suites Hotel in Mission Valley have agreed to settle a lawsuit filed on behalf of an autistic desk clerk who sought state assistance to perform his job but was fired instead. It’s a case that shows how the threat of litigation can sometimes result in greater good.
HR can and should serve as a check on overzealous supervisors who want to mete out discipline to those they don’t like while ignoring problems with those they favor. Insist that no final termination or disciplinary actions go through without clear documentation that supervisors followed all the rules.
A Texas employee of TIAA-CREF is suing the retirement fund giant after she was fired for allegedly sharing her computer password with a co-worker. In June 2011, she resigned to avoid being fired for the offense.
Employers may hope they can keep out of the EEOC’s crosshairs by having employees sign arbitration agreements. It usually doesn’t work. The EEOC is free to pursue litigation, even if you end up arbitrating employee claims at the same time.
A long-running disability discrimination dispute between St. Paul firefighter William Eldridge and the city has finally been settled. Twice in the past seven years, the St. Paul Fire Department told Eldridge he would be terminated because his bad eyesight prevents him from fighting fires ,,,