Discrimination and Harassment — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 455
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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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Title VII forbids employers from basing employment decisions on an individual’s race, color, religion, sex or national origin. But the U.S. Supreme Court has twice upheld an employer’s right to voluntarily adopt race- and gender-conscious employment policies that the employer thinks will remedy inherent work force imbalances ...
Federal anti-discrimination law gives employees either 180 or 300 days (depending on the state they live in) to file an employment discrimination claim with the EEOC. Pro-employee legislation that aimed to extend that limit much further failed in Congress this month.
The Equal Pay Act was passed to ensure that women are paid the same as men for substantially equal work. The law does allow for differences based on any factor “other than sex,” but you must be prepared to explain pay differentials in a way that clearly demonstrates why two employees in the same job receive different wages ...
The 11th Circuit Court of Appeals has just expanded employee rights in alleged sexual harassment cases. The court has ruled that sexually explicit language that tends to demean women can be the basis of a sexual harassment and hostile work environment claim even if the language is not aimed at a particular woman ...
Sexual harassment investigations can be embarrassing for everyone, including the alleged victim. But in order to conduct a fair and impartial investigation, HR must know exactly what happened. You don’t want to get part of the story, only to find out later that there was more ...
The easiest way for an employee to win a discrimination lawsuit is to complain about discrimination and then sit back and wait for a supervisor or manager to retaliate. That’s why it’s so important for HR to keep track of discrimination complaints and disciplinary actions ...
A former employee of Ernie Haire Ford who claimed the dealership fired him because of his age won a $5.8 million verdict in Hillsborough Circuit Court ...
Don’t bar former employees who have sued the company from applying and being hired for new jobs. Doing so almost certainly invites a retaliation lawsuit—one that courts are likely to find in favor of the former employee.
Supervisors may subject their employers to hostile-environment liability if they make snide comments that can be interpreted as anti-female and then deny even minor opportunities for a woman to do the job she was hired to perform. It’s a case of many small indignities adding up to sex discrimination ...
You know it’s illegal to retaliate against an employee who has engaged in so-called “protected activity,” such as filing a discrimination complaint. Now the 2nd Circuit Court of Appeals has taken the concept one step further ...
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