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 has just won a significant legal victory without even having to go to trial. It recently alleged that some last-chance agreements automatically violate Title VII if they prevent employees from filing EEOC actions. The agreements in question contained a clause that had em­­ployees promising not to file discrimination charges in exchange for keeping their jobs.
New Yorkers filed 3,802 discrimination claims with the EEOC in fiscal year 2011, two fewer than the year before, according to data the commission just released.
Although Illinois accounts for just 4.1% of the nation’s population, 6.1% of all EEOC discrimination charges originated in Illinois in fiscal year 2011.

Most managers want to choose the best candidate for the job. But assessing what constitutes “best” can often feel a bit subjective. That’s OK. Just make sure you can point to some objective factor that backs up your choice.

Sometimes, supervisors make dumb mistakes—for example, telling an employee that she won’t be transferred to another office because the people there don’t like co-workers of her ethnicity. If you learn of such bone-headedness, fix the problem fast.

A former Houston Chronicle reporter has filed a sex discrimination complaint against the newspaper claiming she was illegally fired for failing to inform her bosses that she was moonlighting—as a stripper.
Before you plunge into cyberspace in search of information on applicants (or current employees), understand the legal implications. Employers’ efforts to access employees’ and applicants’ private social media websites have re­­cently been subject to increased scrutiny by New York and federal legislators.
The Minnesota state government has settled the last age discrimination claims resulting from early retirement packages offered to state employees.
When an employee or applicant wants to initiate a race or national-origin discrimination case, the first step is filing an EEOC complaint. The forms include boxes to check, designating the kind of bias alleged.
Recent EEOC data don’t back up ­Cali­­fornia’s reputation as a lawsuit-happy state. They show that Califor­­nians proportionately file fewer EEOC complaints than other Americans.