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 federal judge has denied a motion to dismiss a claim of disability harassment against an employer whose CEO is accused of referring to an employee who walks with an abnormal gait as a result of a stroke as “a cripple.”
Employees who sue for retaliation sometimes try to bolster their cases by claiming others who complained also experienced retaliation. Until recently, courts hearing California cases had limited so-called “me too” evidence to very similar cases.
The EEOC had one of its long-running cases dismissed after a federal judge in Buffalo criticized the commission’s handling of a discrimination case against Sterling Jewelers.
A federal judge has affirmed a jury award to a criminology professor at the University of North Carolina-Wilmington. Mike Adams claimed university administrators praised him when he was an atheist, but black-balled him after he became a Christian.
Here’s an easy way to avoid unnecessary litigation: If you are disciplining an employee for missing too much work, don’t tie absences to a disabled relative’s condition. If you do, you may end up losing an association discrimination case.
Some employees seem to think that any uncomfortable situation at work can become the basis for a lawsuit. Fortunately, they are wrong. Co-workers don’t always get along, but that’s hardly grounds for a hostile work environment charge.
Employees of United Health Programs of America, Inc. claimed that since 2007 they were coerced into participating in an offbeat religion called “Onionhead,” created by a family member of the employer.
Employers can now be required to provide accommodations to this class of workers.
Under some limited circumstances, employers may be obligated to suggest reasonable accommodations for struggling workers who have obvious disabilities that appear to interfere with their ability to perform essential job functions. But that’s really only true for employees whose disabilities are obvious and limit the employee’s ability to speak up for himself.
Sometimes, employers don’t learn about alleged discrimination or harassment until an employee brings up the claim when facing discharge for other reasons. If that happens, how should you respond?