• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

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.

Page 1 of 32212345...102030...Last »
#MeToo and concern over sexual harassment in the workplace continues to be a hot topic. To protect your organization, consider taking these actions.
Sometimes people—including supervisors—say or do stupid and offensive things. But an employer doesn’t always have to terminate the offending employee. Imposing discipline designed to prevent a recurrence may be the best approach.
California’s pay equity law has been amended to clarify certain ambiguities regarding proper interview questions, disclosure of pay scales and the application of the law to existing employees.
In the year since the #MeToo movement broke ground, 1/3 of executives say they've altered actions to avoid behaviors that could be sexual harassment
Your managers probably know it’s unlawful to discriminate in hiring and firing based on a person’s age or disability. But what about repeated teasing based on those same characteristics?
Once an employee shows her need for religious accommodation, the burden shifts to the employer to show that it can't be accomplished without undue hardship. And that's a tough thing to do.
Are we about to add another category to the list of characteristics on which bias claims may be based? A recent study points to a disturbing trend.
A female employee sued for sex discrimination when she felt that she was told to do her job more like a man. Did her case have enough merit?
Can disabled employees insist on lower production standards or the ability to do their jobs at their own pace?
FEMA Administrator Brock Long has promised to change the agency's culture after a controversy involving sexual harassment.
A recent case from the 8th Circuit shows that sometimes, the best investigator isn't someone from your own HR department.
A jury just awarded a record-setting sum to a California woman who, after 36 years on the job, was replaced by a much younger man.
The EEOC has reached a $975,000 settlement with two IHOP franchises in Illinois over allegations that management turned a blind eye to sexual harassment directed at teenage employees.
Be sure to warn supervisors and managers that if an employee has filed an EEOC or internal complaint or a state or federal lawsuit, deleting texts or emails related even tangentially to the underlying complaint can be risky.
Disabled workers are entitled to reasonable accommodations so they can perform their jobs, and freedom from harassment based on their disability. Neither of those protections means disabled workers can’t be criticized or punished for workplace behavior that breaks the rules.
Where does the fight over pay equity stand? ... How should we adjust to this trend? ... What should we do now to ensure pay equity?
When setting promotion criteria, feel free to give educational attainment more weight than years of experience on the job. It’s your call.
The ecclesiastical abstention doctrine essentially says that government cannot interfere unduly with how a religious organization operates. It provides protection for seemingly ordinary employment decisions that religious organizations make.
As the economy rebounds, you may be looking closely at ex-employees who departed on good terms. Here are six common rehiring mistakes.
Employers that have solid, objective information about poor performance seldom lose lawsuits over the firing of a sub-par employee. Just one caveat: The more objective the data, the better.
Page 1 of 32212345...102030...Last »