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 458
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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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Setting compensation for a highly skilled job applicant may mean having to offer more money than currently paid to employees performing the same type of job. But what if a current employee sues, alleging the pay disparity constitutes some form of discrimination? Can you avoid liability? ...
Employees and their lawyers are always looking for ways to increase the damages they can extract from employers that make mistakes. Fortunately, they can’t heap additional claims on top of a basic claim made on similar grounds under the Illinois Human Rights Act (IHRA). If the IHRA provides a remedy, that’s the only one available for the same basic claim ...
The city of Springfield must pay $150,000 to former patrol officer Rickey Davis, who sued the city for discrimination and retaliation. The U.S. District Court, Central District, in Springfield, denied the city’s appeal for a new trial ...
Wage-and-hour lawsuits are growing exponentially, according to the fourth Annual Workplace Class Action Litigation Report from national law firm Seyfarth Shaw LLP. Illinois was one of the states experiencing the most significant growth in wage-and-hour filings ...
Employees who believe they are enduring unbearable harassment may feel they have no choice but to resign. If that happens, they may be able to sue their employers for constructive discharge. But employers can mitigate that danger by making sure the employee understands that management wants her to stay on board while the company investigates ...
When it comes to retaliation, timing is everything. It’s impossible for an employer to retaliate against an employee for complaining about alleged harassment or discrimination before the employer knows about it. That’s why it’s so important to note for the record the date and the exact time HR or a supervisor got a harassment or discrimination complaint ...
Federal employees are required to contact their agency’s Equal Employment Opportunity counsel within 45 days of experiencing alleged discrimination unless circumstances beyond an employee’s control prevent her from contacting the counselor. But it takes more than a blanket “I was depressed” to win an extension ...
When employees file frivolous complaints, it doesn’t count as a protected activity. That means an employee can’t set up his employer by filing a nonsensical discrimination claim and then waiting for some perceived punishment or imagined slight to create a retaliation lawsuit. Courts seem to be catching on to that common practice ...
The Minnesota Human Rights Act (MHRA) protects employees from discrimination, but requires them to file their claims within one year of the discriminatory act. But an employee who believes she has a claim and waits to file may sometimes gain extra time—if the discriminating entity promises to investigate ...
Salvatore Salerno, a sociology instructor at the Hutchinson campus of Ridgewater College, sued for age discrimination after being passed over for a full-time, tenure-track position ...
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