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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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Employers generally don’t have to tolerate racially hostile or otherwise offensive language at work. But under some circumstances, you may not be able to discipline a worker’s behavior if it occurred on a picket line.
The EEOC has sued Denton County, Texas, alleging its health department violated the Equal Pay Act when it paid a female doctor less than a male colleague who performed substantially the same work.
For an applicant to sue under Title VII, she can’t merely allege that she suffered because of having a criminal record.
Sometimes, managers make decisions based on outmoded notions of women, their role in society and their commitment to their families versus their work and employers. Make sure you warn supervisors to guard against such attitudes.
A Minnesota company has agreed to settle charges that it allowed a white supervisor to harass two black carpenters with a steady stream of racial epithets and death threats.
Minnetonka-based agribusiness giant Cargill has run afoul of the EEOC when it refused to allow Somali-American workers to pray during their breaks at one of their Colorado facilities. The EEOC says that violated Title VII of the Civil Rights Act.
Here’s a sure way to lose in federal court: Take a pregnant worker off your automatic scheduling program because you worry that she might go into labor and inconvenience your business.
In an important case that could carve out new rights for new mothers, the 11th Circuit Court of Appeals has ruled that employees returning to work after giving birth may be entitled to light-duty work to accommodate the need to express breast milk for their babies.
Only about 12% of all race discrimination complaints filed with the EEOC last year were by white employees who claim they were treated less favorably than minority co-workers. But the shifting political climate may lead to an increase in such “reverse discrimination” cases.
The 2nd Circuit Court of Appeals has reversed the dismissal of a sexual harassment case and ordered the lower court to consider additional evidence that an employee who was acting as her own attorney unsuccessfully tried to present.
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