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 EEOC is suing ABM Security Services, which provides guards for the Pennsylvania Convention Center in Philadelphia, for religious discrimination after an employee claimed she was forced to choose between keeping her job and wearing her traditional Muslim head covering.
There are some words that should never come from a supervisor’s mouth—including any statement that would seem to encourage an employee to drop an EEOC complaint. That just about guarantees that a retaliation or interference lawsuit will go to trial should anything adverse (like a discharge or demotion) happen to the employee to whom the supervisor was speaking.
Pittsburgh-based steel-industry supplier Magnetics International will pay $30,000 to settle a religious discrimination suit filed by an employee in Indiana who claimed the company failed to accommodate his need to worship regularly.
Employees who complain can be annoying, especially if you believe their gripes don’t have merit. But firing such an employee can be dangerous because complaining about discrimination or other legal issues is protected activity that can’t be punished.
In a faltering economy, superior customer service is more important than ever. Companies are doing whatever it takes to please their customers. However, this should not include looking the other way when a customer harasses an employee.
Q. We have several 16-year-old girls working as servers in our restaurant. One worker’s mother told us about alleged harassment. Can we rely on our training for our defense?
An Asian couple is suing the owner of a Queens Hooters restaurant after they discovered the word “Chinx” printed in the customer ID field of their take-out receipt.
Not every employee is cut out for management. Someone who was a true asset as a skilled worker may be a bust after being promoted. If that happens in your organization, exercise patience before terminating.
Good news for employers that use a formal process to invite employees to apply for promotions. Employees who don’t follow that process—instead merely telling their boss that they want to be considered—can’t successfully sue if they’re not promoted.
Fry’s Electronics, which operates 17 stores in California, will pay $2.3 million to settle sexual harassment and retaliation complaints arising from incidents at a store in Washington. On a per-claimant basis, the case resulted in one of the largest settlements the EEOC has ever negotiated.