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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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While you likely have a grasp on the definition of unlawful harassment and discrimination, have you thought about what constitutes assault and battery in the workplace?
Workplace diversity initiatives can benefit employers and employees alike, but they can also present a challenging dynamic for employers.
A bipartisan team of 10 legislators will continue the Texas House of Representatives’ battle against sexual harassment within the halls of the Texas Capitol.
Last year’s comprehensive tax reform bill was rushed through Congress in record time. Predictably, that meant errors crept into the legislation—and some of them have had severe consequences.
The U.S. Department of Labor has refused to help a group of Democratic senators seeking to determine the overall impact of workplace sexual harassment on the economy. Now the legislators, led by Sen. Kirsten Gillibrand of New York, have turned to the Government Accountability Office for assistance.
Q. We are a large telemarketing company. We often receive customer complaints about employees who speak in thick accents. Can we refuse to hire individuals with accents for this reason?
Unfortunately for employers, pro se litigation can take lots of time (and money) to defend. Judges are often willing to indulge employees who act as their own lawyers by providing detailed instructions on how to revise a complaint that would have been summarily dismissed had it come from an attorney.
A bill before the Minnesota legislature would establish a lower bar for sexual harassment victims under the Minnesota Human Rights Act than the one required to file claims under Title VII of the Civil Rights Act.
The EEOC wants to make it clear: Regardless of which way the political winds blow, it still takes workplace harassment seriously.
The EEOC has reconvened its Select Task Force on Sexual Harassment in response to the momentum generated by the #MeToo movement.
Workers on Netflix film production crews in the United Kingdom aren't supposed to look at one another for longer than five seconds, according to new anti-harassment guidelines first reported by the British tabloid “The Sun.”
The city has paid $605,000 since 2013 to settle four lawsuits accusing Howard Kwait of sexual harassment.
An overwhelming majority of Fortune 500 corporations prohibit discrimination on the basis of lesbian, gay, bisexual and transgender status.
In a recent NPR radio interview, Society for Human Resource Management CEO Johnny Taylor reported that #MeToo has created an “HR level of activity like nothing we’ve ever seen.”
The owner of Nick’s Sports Grille in Rowlett, outside Dallas, has agreed to settle charges it discriminated against a pregnant bartender who was fired after she could no longer fit into the bar’s skimpy uniform.
If the complaint is correct, Staffing Solutions of WNY in Buffalo has managed to violate just about every law the EEOC enforces.
After a New York City bar tossed out a patron last year for wearing a red “Make America Great Again” cap, he sued claiming discrimination.
Note to large employers everywhere: If you’re going to cheat anyone out of the pay they deserve, don’t do it to lawyers.
Supervisors may harbor deep animosity towards a particular worker. But unless that animosity is based on a protected characteristic such as race, sex or age, it remains merely unfair, not a case of discrimination.
When an employee files an EEOC complaint or otherwise indicates that a lawsuit may be coming, it sometimes makes sense to settle out of court. If you decide to go that route, make careful notes on every step in the process.
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