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.
Two corporations that own a Kentucky Fried Chicken franchise in Rocky Mount face an EEOC lawsuit after they fired a long-term employee for dress code violations.
Ordinarily, it takes a discharge, demotion or other serious decision to support a discrimination lawsuit. Being fired, demoted or not promoted are so-called adverse employment actions. But even a series of minor employment actions can amount to an adverse action under the right circumstances.
It’s become a little bit harder for women alleging pregnancy discrimination under the California Fair Employment and Housing Act (FEHA) to win discharge lawsuits. To prevail, a new mother has to prove that pregnancy discrimination was a “substantial motivating factor” in her discharge.
Pittsburgh’s Guardian Angel Ambulance Service faces an EEOC lawsuit alleging it breached a previous settlement agreement with a now-deceased former employee.
After an employee files an internal complaint, HR should review every reassignment or other significant job change. Even one negative move can support a retaliation lawsuit.
When men and women work together, romantic relationships are bound to occur. Even rules that prohibit such relationships—at least between supervisors and subordinates—won’t stop that from happening. But an isolated affair isn’t a legal kiss of death.
Courts don’t expect workplaces to be places of complete harmony—but they do expect employers to take complaints seriously. They want to see that bosses are disciplined when they make offensive comments.
Absent limited circumstances, a private employer using prison labor probably isn’t required to provide reasonable accommodations under the ADA.
Employees who sue for bias must show that they suffered some harm from the discrimination they allege.
HR Law 101: Employers have any number of legitimate reasons to monitor employees’ email and Internet usage. Beyond personal productivity issues, you risk significant loss should an employee download a virus or other damaging software or engage in illegal activity conducted on company computers ...