Discrimination and Harassment — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 17
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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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Aspira, a company that operates five Philadelphia charter schools, faces an inquiry from Pennsylvania’s Auditor General after it paid $350,000 to settle sexual harassment charges against its CEO.
A former teacher and multi-sport coach claims a former principal and assistant superintendent discriminated against him and persistently sought his resignation.
Isolated sexual comments over many years just aren’t enough to warrant a lawsuit, even if more than one employee alleges it happened to her.
Sure, change is hard, and some alterations may irritate some employees. That doesn’t mean they can sue.
In early April, two major news stories broke on the employment law beat. There is reason to believe the two developments will soon converge.
While family caregiver discrimination is not a new protected category (and no federal law expressly prohibits employment discrimination against caregivers), a number of laws provide protection for employees with caregiving responsibilities.
Say a manager claims a subordinate broke the rules and wants him fired. Don’t just take the boss’s word for it and rubber-stamp that termination recommendation.
If you learn that a supervisor who wants to fire an employee has made sexist comments about her, think twice about that termination.
Simply having a sexual harassment policy doesn’t mean employers can ignore harassment they learn about via avenues that aren’t prescribed in the policy.
To win an Equal Pay Act claim, an employee must show that a similarly situated employee of the opposite sex was paid more. It’s not enough to merely claim that one sex generally earned more.
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