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.
Sometimes, the best thing an employ-er can do is to offer a transfer to an employee who has complained about alleged discriminatory conduct.
Employees generally have a great deal of latitude to exercise their religious beliefs at work. Employers generally have less.
The EEOC has filed a class-action suit against Dash Dreams Plants in Dos Palos, Calif., alleging the orchid grower blatantly discriminated against pregnant employees.
Of course you should always strive to follow your internal policies and procedures to the letter. That doesn’t mean you need to panic if you discover that someone unintentionally deviated from your standard practice.
The U.S. Department of Labor’s Office of Contract Compliance Programs has filed suit against Palantir Technologies, alleging the Silicon Valley company systematically discriminated against Asian job applicants.
Age-discrimination cases are among the most costly for employers. Do you have an age-bias problem?
Sometimes, supervisors get frustrated with difficult employees. That’s when they may say something in the heat of an argument that they later regret.
It is far easier for an employee to argue that he has been a victim of discrimination under New York City’s anti-bias law than under federal law.
Think twice before requiring workers to participate in religiously oriented training. It may violate Title VII of the Civil Rights Act.
A new front has opened in the war to determine if McDonald’s, along with its franchisees, is liable as a joint employer for employment law violations.
The Montevideo, Minn. School District has settled an equal pay discrimination suit with the EEOC for $50,000.
When investigating an employee’s complaint of harassment—sexual or otherwise—tailor your inquiries to the facts of that case.
Some employees seem to think they are owed a workplace that is perfectly fair and equitable all the time. Sadly, perfection isn’t possible.
The EEOC has sued the Laquila Group alleging it tolerated racial harassment of black employees and retaliated against at least one who complained.
When an employee is disciplined or otherwise punished for complaining that her employer is discriminating against certain customers, she can sue—and quite possibly win a large financial award.
You can terminate a disabled individual if you conclude the employee can’t under perform the essential functions of a job with or without accommodations.
If you reject a qualified candidate but leave the position open while still seeking someone with similar qualifications, that’s an open invitation to be sued for discrimination.
Generally, when the same supervisor who hired someone also made the decision to fire someone, courts apply a concept called the “same-actor theory.” If the employee’s protected characteristic was hidden, the same presumption doesn’t apply.
Employees who file EEOC suits can’t go back years with pay claims unless they can show some sort of continuing violation. Merely having complained for years—even decades—about unfair pay isn’t enough.
Employees who elect to continue their health insurance coverage after a work separation get to maintain that coverage even if the employer switches plans.