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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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Remind bosses that, along with the organization, they can be personally sued for sexual harassment. Plus, sometimes the employer may be found not liable, but the supervisor is.
Courts don’t expect workplaces to be perfectly harmonious, without any hint of harassment. As long as the behavior doesn’t repeat or become progressively worse, courts generally hesitate to intervene.
Everyone knows it’s illegal to discriminate based on religion when hiring, and that employers must reasonably accommodate religious practices once employees begin working. Not as well-known is the need for religious accommodation during onboarding.
Sometimes, it becomes clear that safety concerns require an employer to move a worker and even terminate him if it isn’t possible to offer a different, safer position.
Under federal law, to prove he had to endure a hostile environment, a worker has to prove the hostility was severe or pervasive. That’s not the case under New York City’s Human Relations Law.
Employers sometimes think more is better when it comes to administering their harassment policies. Unfortunately, providing lots of options doesn’t always help.
Employers should always document exactly why they terminated an older employee, even if he or she was replaced by a much younger worker.
Employees who miss the deadline for filing EEOC complaints may get a second chance following a 3rd Circuit decision in a case involving sexual harassment in Pennsylvania.
A federal judge in Houston has dismissed a racial discrimination and retaliation claim filed by a man working for Noble Drilling.
A disabled worker has to prove that he would be otherwise qualified.
Downhole Technology, a Houston manufacturer of fracking equipment, faces charges it failed to address a racial discrimination complaint and then retaliated against the employee who complained.
A former salesperson for the Bloomberg media empire has filed a hostile work environment lawsuit against the company, her former boss and the company’s owner, former New York Mayor Michael Bloomberg.
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.
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.
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.
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