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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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It’s easier to defeat sexual harassment lawsuits if you have a robust anti-harassment policy and let employees know exactly how to use it. The key is to prove that the worker knew about the policy but failed to use it.
This year marks the 50th anniversary of the Age Discrimination in Employment Act and the EEOC, which administers the law, is going all out with a series of public events and stepped-up enforcement.
Worried about how to handle offensive co-worker comments? You certainly want to discourage such behavior and make clear it must stop. However, take comfort in knowing that a few stray comments over time won’t cost you a hostile work environment lawsuit.
Employers keep getting dragged into court by female employees alleging sex discrimination. Year after year, gender bias accounts for about 30% of EEOC charges. Many of those claims allege that well-qualified women were denied promotions they deserved.
When it comes to preventing harassment, Title VII of the Civil Rights Act sets a minimum threshold for compliance. Employers are free to hold employees to a higher standard.
The 2nd Circuit Court of Appeals has reinstated a lawsuit against a bank based on a manager’s frequent comments to a Muslim employee that she should remove her hijab.
Two cashiers at a Forever 21 retail store in California were allegedly forbidden to speak Spanish at work and then threatened with termination for filing a discrimination complaint.
Employers should carefully document the process by which they deny or approve a religious accommodation. In particular, granting a request and then deciding to revoke it later may make it more difficult to defend in court.
A New York State appeals court has concluded that a state trooper who suffered sexual harassment over a period of almost 15 years is entitled to more than just the usual damages. Her attorneys’ fees will be paid separately, leaving the jury award intact for the trooper alone.
Since February, ride-hailing colossus Uber has been roiled by accusations that its corporate culture condones rampant sexual harassment. The $70 billion company’s missteps since then have more closely resembled a train wreck than a safe and smooth ride home.
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