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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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If anyone—a rank-and-file employee, a supervisor or even the CEO—makes comments suggesting sexual harassment or the possibility of sexual assault, crack down quickly.
Now is a good time to consider taking steps to reinforce your commitment to diversity and inclusion.
Stubbornly refusing to budge on a requested accommodation can cause an expensive and time-consuming lawsuit.
If it turns out that an employee who is suing you for bias was, in hindsight, unqualified for the job, count your blessings!
Not every unpleasant workplace incident is grounds for a lawsuit.
Employers that keep good records seldom lose when an employee claims he was fired for discriminatory reasons.
Employers that grant disabled workers more flexibility in work requirements need to make sure they document every ADA accommodation request and every accommodation decision.
Employers that document the ADA’s interactive process and offer multiple options seldom lose lawsuits alleging failure to accommodate.
Progressive discipline may end up becoming a trap for employers that don’t scrupulously honor the underlying purpose of the rule being implemented.
A former female partner at the Saltz Matkov law firm in Wayne, Pa., alleges two male partners conspired to pay her less than they earned.
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