• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

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.

Page 322 of 323« First...102030...319320321322323
If need be, you may be able to fire your ex-mistress. In one New York case, the guy decided to reconcile with his wife but she didn't want him to work ...
Bored or restless workers often kill time online.
Don’t assume that just because you have a written anti-bias policy, you’re safe from legal trouble.
Nearly a quarter of employees believe HIV-positive workers should be fired or put on disability at first sign of illness, according to a National AIDS Fund survey.
Many sexual harassment claims boil down to one employee’s word against the other’s. Without witnesses, you may not know how to proceed.
It’s hard enough to manage employees of any age. But when they’re significantly older than you, you’ve got an even more delicate situation.
If you terminate older workers, you may try to get them to waive their rights under the Age Discrimination in Employment Act in exchange for letting them keep their severance.
A 25-year-old can sue you for age discrimination, according to the New Jersey Supreme Court.
Beware of a probe recently launched by the Equal Employment Opportunity Commission.
When hiring, it’s OK to consider the likelihood that an applicant will file lawsuits against you.
If you manage an office staff, you may view safety as a distant concern. But just because you operate in a seemingly benign corporate environment doesn’t mean you should ignore health issues.
When you’re presented with an employment contract to sign, don’t just dwell on the noncompete clauses and confidentiality agreements.
Always apply the same type of disciplinary measures to “similarly situated” events.
Most of my employees are hard workers who keep their priorities straight. They don’t have time for distractions. They’re too busy producing results, making money and having fun. But I’ve occasionally squared off against what I call “petty plotters.” They’re the ones who find ways to avoid their work—from threatening to sue the firm on trumped-up charges to stretching federal or state labor laws to the limit.
After waves of downsizing in recent years, many companies are now reversing course and filling job openings like mad. If you’re ramping up your recruiting, you may wonder whether to rehire former employees.
The courts have begun to apply the Supreme Court’s broad new standards on sexual harassment to other types of discrimination.
 If you’re ramping up your recruiting, you may wonder whether to rehire former employees.
When an employee files an EEOC claim alleging mental distress, you now have grounds to review the individual’s medical records to examine her emotional history.
Talk with your attorney first. You’ll need a justifiable business reason to establish an English-only rule.
New federal rules regarding mentally ill employees have made the Americans with Disabilities Act even more complicated for some employers.
Page 322 of 323« First...102030...319320321322323