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.
If someone was terminated for breaking workplace rules, he may claim you treated others outside his protected classification more favorably. The best way to counter such charges is with very specific records showing why you believe each punishment fit the rule violation.
For an employee to win a discrimination lawsuit, he has to show that he was qualified for the job he held. Some employers assume that if they disciplined the employee for poor performance, that proves he wasn’t qualified. But a court might not see it that way if you trained and tested him before putting him to work.
The California Supreme Court has issued a long-awaited decision on whether the “mixed-motive” defense applies to employment discrimination claims under the California Fair Employment and Housing Act (FEHA).
When terminated through a reduction in force or for some other legitimate reason, overly sensitive employees may take a shot at filing a lawsuit over perceived slights, alleging they had been forced to work in a hostile work environment. Fortunately, it usually takes more than that to win.
A black General Electric employee has sued the multinational conglomerate for $50 million, alleging she was the victim of race and sex discrimination while working for GE Electric in Schenectady.
Countless employees juggle both work and caregiving responsibilities, which may extend beyond caring for children to caring for parents or other elderly family members or relatives with disabilities. Here are some of the most common stereotypes associated with employees with caregiving responsibilities, as well as the illegal employment actions in which they can manifest.
WirelessCom, a small San Jose reseller of phone services, will pay $97,000 to settle a sexual harassment complaint filed by a then-19-year-old employee.
It’s great that you have a hostile work environment policy in place and cover it in your training. But none of that will do you much good if supervisors remain oblivious. If hostile acts occur despite your policy, it won’t provide much protection. That’s why you must be proactive.
The EEOC has great power and considerable autonomy when investigating employers. But that doesn’t mean the commission has carte blanche to do whatever it wants. In fact, courts have recently issued rulings that place significant curbs on some EEOC practices.
Most people want to do meaningful, satisfying work. But many jobs are just routine, boring and not particularly inspiring. Employers have no obligation to provide a perfectly harmonious workplace in which everyone is satisfied and fulfilled.