• 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 10 of 322« First...89101112...203040...Last »

The GEO Group, which operates private prison facilities in the United States and several other countries, agreed to pay more than a half million dollars to alleged victims of sexual harassment. In exchange, the EEOC agreed to end efforts to litigate the charges.

A federal court hearing a case brought by the EEOC against a Texas county has allowed an alleged victim of discrimination to add additional charges in an Equal Pay Act case the EEOC is already litigating. As a practical matter, that means the employer will have to fight even more attorneys while defending its pay practices.

Sexually offensive material appears all too often in some workplaces. When that happens, get rid of it! Immediately! That way, there is less chance that someone will later be able to successfully allege that the graffiti or scribblings created a hostile work environment.

Just over a quarter (25.7%) of alleged sexual misconduct that occurred in the workplace was reported to HR.

A clothing distributor in Manhattan’s Garment District has agreed to pay a former employee $50,000 to settle charges it discriminated against her because of her pregnancy.

If you have moved most of your recruiting and hiring processes online, you’re in the sights of watchdogs looking for hidden or intentional age discrimination.

A federal court has dismissed a lawsuit alleging a hostile work environment based on sexual orientation, despite the EEOC’s position that sexual orientation discrimination is sex discrimination under Title VII.

Employees who sue for wage discrimination under the Equal Pay Act have a tough burden of proof to meet.

Unsuccessful applicants often believe they didn’t get hired because of some form of discrimination. You had better be ready to show that the person you hired was clearly better qualified. If you can do that, chances are a discrimination lawsuit will be tossed out fast.

The #MeToo movement is expanding, and employers have a new worry: A group of wealthy Hollywood stars, producers, directors, writers and agents have added #TIMESUP to the anti-sexual harassment social media conversation. Employers are the target.

A substantial percentage of working women say they have experienced gender-based bias in a variety of ways.

Essentially, a retaliatory hostile environment claim looks at situations in which life was made generally difficult for an employee in small ways that in themselves would not affect a term or condition of employment.

It’s not unusual for a disappointed employee to immediately allege some form of discrimination or bring up past discrimination complaints and claim the poor review was retaliation. Smart employers know how to protect against this sort of lawsuit.

Former state Assemblyman Steve Fox has once again cost the California Assembly money to settle allegations against him. This time, Fox’s former legislative director is being paid $100,000 for sexual harassment and being required to perform work outside her legislative duties.

Leave is just as valuable as wages to many employees. That’s why it’s essential to administer leave benefits fairly and equitably.

It can be annoying to have to deal with constant unfounded complaints from an employee who seems to take offense at everything. That doesn’t mean you can ignore him.

If an employee breaks your work rules, you should absolutely discipline him. However, make sure that discipline matches punishment you have dished out to other employees for similar infractions—and that you have records to back up your defense.

Keeping close track of why one individual earns less than another goes a long way toward defending against Equal Pay Act claims.

For most complaints, you receive enough background to launch an investigation. But what should you do if the employee reporting the harassment doesn’t want to provide details or even basic information like who the alleged harasser is?

Twin Cities-based Green & White Taxi must defend against allegations by current and former drivers that the company only sends white drivers on its most lucrative jobs.

Page 10 of 322« First...89101112...203040...Last »