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.
There are some things supervisors just shouldn’t say even in jest—including anything concerning race, national origin or any other protected characteristic. Comments on those topics regularly come back to haunt employers when employees file discrimination lawsuits.
Before federal employees can file a discrimination complaint, they must first talk to their agency’s EEO officer and formally complain within 45 days. There’s no excuse for not following that rule, as long as training materials address the requirement and bulletin boards include the notice.
The management team behind what’s left of Lenoir-based Caldwell Freight Lines just learned a harsh lesson: The EEOC will come after you even if you are no longer in business.
Do you require basic literacy for every job? If so, the EEOC may soon be knocking on your door. The agency has just won the right to rifle through an employer’s files for job descriptions to justify a broad literacy requirement.
Goodyear Tire & Rubber Co. has paid $20,000 to a former employee at its factory in Fayetteville who claims she was fired because of a medical condition.
No department is immune from sexual harassment—not even HR. And when someone in HR is implicated, that’s a big problem.
Asheville Buncombe Community Christian Ministry is being sued by the Southern Poverty Law Center (SPLC), which claims the ministry illegally refuses to provide some kinds of training to women.
The Comfort Inn Oceanfront South in Nags Head has been charged with religious discrimination after it fired a woman who says her religion forbade her from working on Christmas Eve 2010.
If you suspect an employee has been stealing, you can and should discipline him. You don’t need absolute and irrefutable proof. It’s enough that you reasonably believed he stole.
Make sure managers and supervisors understand that belittling name-calling has no place in the workplace and won’t be tolerated. Bans on obscenity aren’t enough. You must also stop other sexist terms, such as referring to a woman as “Barbie.”