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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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Sometimes, it takes a while for management to make changes in schedules and duty assignments after a promotion or transfer. A reasonable delay—even if it results in some loss of pay—isn’t considered an adverse employment action or serious enough to win a discrimination lawsuit.
Worried an employee won’t fit into a department dominated by members of a protected class? Watch out! A court might decide “fitting in” is code for bias.
Employees who have been sexually harassed or experienced other forms of discrimination over several years may be able to rely on the so-called continual violation doctrine to extend the period of time they have to sue.
Romantic relationships at work can spark all sorts of problems, from sexual harassment claims to discrimination. But not every negative consequence of a workplace romance is grounds for litigation, even if one or both paramours ends up being fired.
Lesbian former employee sued saying she had been harassed because of her sexual orientation and fired in retaliation for complaining about it.
For the first time in more than 40 years, the U.S. Department of Labor has issued new sex discrimination regulations for federal contractors.
Some disabilities make it difficult for employees to arrive on time. In those cases, it’s entirely possible that the disability simply can’t be accommodated.
The EEOC has released a draft of new national origin discrimination guidance, updating the document for the first time since shortly after the Sept. 11, 2001, terrorist attacks.
The EEOC received more than 28,000 harassment charges in Fiscal Year 2015.
The EEOC wants employers to double down on their workplace harassment prevention efforts.
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