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.
Not every unpleasant workplace incident is grounds for a lawsuit.
Employers that grant disabled workers more flexibility in work requirements need to make sure they document every ADA accommodation request and every accommodation decision.
Employers that keep good records seldom lose when an employee claims he was fired for discriminatory reasons.
Employers that document the ADA’s interactive process and offer multiple options seldom lose lawsuits alleging failure to accommodate.
Progressive discipline may end up becoming a trap for employers that don’t scrupulously honor the underlying purpose of the rule being implemented.
A former female partner at the Saltz Matkov law firm in Wayne, Pa., alleges two male partners conspired to pay her less than they earned.
Female employees don’t have to put up with workplace behavior that makes them uncomfortable under the pretense of a supervisor being friendly and welcoming.
Employers that have a solid anti-harassment policy and make sure employees understand it are far less likely to lose a sexual harassment lawsuit than those who don’t.
If an employee can show that a job description isn’t accurate, the court may take her employee’s word for it.
Stevens Transport, one of the nation’s largest refrigerated truck lines, faces charges it violated the ADA when it refused to hire an Air Force veteran with bipolar disorder who applied for a driving position.