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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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Some employees who have been on staff for many years believe their experience should automatically be rewarded when promotion opportunities arise. When someone with less experience but more education is promoted instead, they may sue, alleging some form of discrimination, whether age or otherwise.
What does the EEOC expect when employees are expecting? That employers will uphold their obligations under the Pregnancy Discrimination Act and Title VII.
Several cases currently making their way through the legal system test whether Title VII’s sex discrimination provisions cover discrimination based on sexual orientation. In the meantime, remember that harassment based on sexual stereotypes is already illegal.
The Pennsylvania State Office of Public Records has agreed to pay $60,000 to settle an EEOC age discrimination lawsuit that alleged it passed over a seasoned, older attorney to hire a less experienced, young applicant for an appeals officer position.
If your organization has created standardized, objective processes for hiring or promotion, make sure you deviate from them as little as possible. Doing so without a good, contemporaneous explanation may result in expensive litigation.
The chief of the Harris County, Texas prosecutor’s Misdemeanor Department has been disciplined for making inappropriate comments to female employees.
Make sure every boss understands that they may never utter obviously racially offensive slurs at work. Even one instance can, under the wrong circumstances, trigger a lawsuit.
A request for indefinite leave can sink more than an ADA claim. A federal court has dismissed an age discrimination case because the employee could not say when he would be able to work again.
Simply put, a bad review all by itself isn’t usually grounds for a lawsuit in most cases. However, punishing someone with a bad review because they complained about discrimination may land you in legal trouble.
This conclusion is the opposite of that reached by four other circuits. Governmental entities with fewer than 20 employees in the 9th Circuit should seek legal advice to ensure they understand their ADEA obligations.
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