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.
G2 Secure Staff has settled a disability discrimination charge stemming from poor hiring practices at Raleigh-Durham International Airport, where the company provides security services.
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.
When employees can’t find an attorney to handle their employment discrimination claims, they sometimes go it alone, filing their own EEOC complaints and then moving on to federal court. Even if so-called pro se litigants present confusing and seemingly contradictory cases, chances are a federal judge will expect the employer to respond.
Sexual harassment allegations often come down to he said/she said arguments. Without hearing from both sides, there’s no way to figure out what happened. If one of the people involved in the allegations won’t talk, you can discipline him for refusing to cooperate.
Here’s a tip for handling a difficult and argumentative employee. If she tells her supervisors she doesn’t like her job, wants to avoid some tasks and otherwise doesn’t seem interested in progressing, note her lousy attitude.
The EEOC has filed suit against Medical Specialties Inc., alleging it discriminated against Evelyn Lockhart because of her religion. She is a member of a Christian denomination whose practitioners are forbidden to work on certain days.
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 Nishimoto Trading Co., which sells Asian foods to various Department of Defense 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 Chicago.
Some employees try to use an EEOC complaint as a shield against criticism and discipline. They hope their employer will think twice before disciplining them for fear of a retaliation suit. Yes, a lawsuit is possible. That doesn’t mean you can ignore poor work.
Papas Grille in Durham is facing an EEOC lawsuit alleging it failed to address sexual harassment complaints from two women who worked in the kitchen.