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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.

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Just because an employee’s religious beliefs fall outside the mainstream doesn’t mean they aren’t protected. In fact, many beliefs qualify as religious even if they may seem outlandish to someone practicing a mainstream religion.

The EEOC has launched a new web portal designed to make it easier for employees to initiate discrimination charges.

HR professionals should document all phone calls received from applicants or employees and include a brief summary of the outcome. That way, should someone later claim no one answered or returned a phone call, you have a way to counter the allegation.

Local 100 of the United Labor Unions, a multi-state service workers’ union, has agreed to settle charges it discriminated against two black organizers when it fired them for allegedly not meeting recruiting goals.

In March 1998, only half of Americans considered workplace sexual harassment a “major” problem. Now 69% do.

A renowned Houston high school principal who was suspended with pay in September has filed a race and age discrimination lawsuit against the Houston Independent School District.

Carlisle Borough Council has authorized a $650,000 settlement with the Pennsylvania town’s former public works director to resolve charges that his May 2014 firing was discriminatory.

Here’s a reminder to stick with solid explanations when documenting discipline. If you have facts to back up your decision, an employee’s spurious claim of some sort of discrimination likely will be dismissed.

A husband and wife team of video photographers have lost a lawsuit in which they argued they could legally refuse to record the weddings of same-sex couples.

Informal employment inquiries can sometimes lead to failure-to-hire lawsuits. The best way to avoid such litigation is to set up a clear application process and tell all potential applicants that this is the only way they can apply.

To counter discrimination in promotion claims, be sure you can show that the selected employee was a better candidate in as many ways as possible. That makes it much harder for a disappointed candidate to prove he was clearly better qualified.

The EEOC has filed suit against Papé Material Handling in Fresno, alleging the company systematically discriminates against Hispanic employees.

If you let some employees work from home, allow it for everyone in the same position, under the same terms and conditions. Otherwise, you may find yourself facing a discrimination claim—unless you have concrete, work-related reasons for excluding some employees.

In October, Gov. Jerry Brown signed Senate Bill 396 into law, expanding the subjects that must be covered in California’s mandatory sexual harassment training for supervisors.

More than one in three American women—35%—say they have been sexually harassed at work, according to a new survey conducted by Marist University for NPR and PBS.

It’s indisputable that some members of racial, ethnic or other minorities experience discrimination from time to time—and of course, that can affect them at work. However, not every discriminatory act that involves work can be blamed on an employer.

A jury will get to determine if an employer’s perceived preferential treatment of an alleged rapist created a hostile work environment for the female employee who reported the rape.

Be cautious when discussing an employee’s spouse—especially in critical terms! That could lead to charges of discrimination on the basis of marital status.

The EEOC has been told to deemphasize collecting compensation data from employers—but that doesn’t mean it stopped aggressively pursuing Equal Pay Act and Title VII sex discrimination in pay cases.

Under California state law, an em­­ployee can allege a public policy wrongful discharge claim against her employer for some form of discrimination even if she can’t pursue a direct discrimination claim.
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