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 hotline makes it easy for employees to file complaints internally—and for you to keep track of the kinds of complaints they are making. That can come in handy later if there’s a dispute about when or about what an employee complained.
BAE Systems Tactical Vehicle Systems of Houston has agreed to settle a disability discrimination suit filed on behalf of a morbidly obese former employee.
Do you use off-the-shelf pre-employment tests to screen applicants? Watch out! You could be setting yourself up for years of litigation if a disappointed applicant sues, alleging some form of discrimination.
A former Lufkin Industries employee is suing the oil field equipment manufacturer, alleging he was fired for complaining about racial discrimination.
For employers, the best way to win discrimination lawsuits is consistency. When you enforce a workplace rule, do so for everyone who violates that rule—every time. That makes it difficult for an employee to cry discrimination over a discipline dispute.
The ADA protects employees with mental health problems from discrimination. That makes it dangerous for managers to engage in armchair psychology.
Everyone who is qualified should have a chance to participate in your training programs.
Three employees of Midland-based crude oil producer Blue Ridge Resources have agreed to settle a national-origin harassment lawsuit against the company. Blue Ridge will pay the three men $43,000 for failing to train their supervisor and investigate the men’s complaints.
A former employee at AT&T’s Houston facility has filed a racial discrimination complaint against the telecommunications giant, claiming he was fired by a boss who was motivated by racial bias.
If the EEOC takes too long to investigate a case and initiate a lawsuit, a court may toss it out. Although technically the EEOC has unlimited time to sue, as a practical matter employers can get cases dismissed if they can show undue delay and that the delay hurt their ability to come up with a defense.