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.
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.”
As employers continue to try doing more with less, employees sometimes find themselves handling additional duties and responsibilities. That can cause real problems if it results in female employees doing extra work, and they wind up being paid less than male co-workers.
Two corporations that own a Kentucky Fried Chicken franchise in Rocky Mount face an EEOC lawsuit after they fired a long-term employee for dress code violations.
Ordinarily, it takes a discharge, demotion or other serious decision to support a discrimination lawsuit. Being fired, demoted or not promoted are so-called adverse employment actions. But even a series of minor employment actions can amount to an adverse action under the right circumstances.
It’s become a little bit harder for women alleging pregnancy discrimination under the California Fair Employment and Housing Act (FEHA) to win discharge lawsuits. To prevail, a new mother has to prove that pregnancy discrimination was a “substantial motivating factor” in her discharge.
Pittsburgh’s Guardian Angel Ambulance Service faces an EEOC lawsuit alleging it breached a previous settlement agreement with a now-deceased former employee.
After an employee files an internal complaint, HR should review every reassignment or other significant job change. Even one negative move can support a retaliation lawsuit.
When men and women work together, romantic relationships are bound to occur. Even rules that prohibit such relationships—at least between supervisors and subordinates—won’t stop that from happening. But an isolated affair isn’t a legal kiss of death.