• 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 5 of 320« First...34567...102030...Last »

Smart employers make it easy for employees to apply for promotions and make their promotion policies clear. They don’t rely on word-of-mouth or a buddy system to hand out promotions to favorites.

Treat all employees impartially and you’ll rarely end up on the losing end of a discrimination lawsuit.

You should thoroughly train all managers and supervisors on how to treat disabled employees. A worker with a disability who is badly mistreated may be able to claim intentional infliction of emotional distress in Pennsylvania.

If possible, the same manager who made the hiring decision should also make the firing decision. That’s because presumably a manager wouldn’t hire someone knowing they belonged to an obvious protected classification and then turn around and fire that person because of that status.

Despite a changed EEOC position and several victories in other federal circuit courts of appeal, employees alleging sexual orientation discrimination in Minnesota workplaces cannot bring that claim under Title VII. Sexual orientation is not a protected classification under Title VII.

The EEOC has filed a lawsuit against a kitchen management company over allegations that a manager ignored HR directives and complaints from a female chef who tried to apply for an open position only to be told that professional kitchens were “a man’s world” where women are not welcome.

Remind supervisors to never mention pregnancy in conjunction with hiring or assignments.

The #MeToo and #TimesUp movements have done more than shine a light on sexual harassment in the workplace. They’ve also prompted employers to take a fresh look at gender-based pay disparities.

Do you train employees to treat all customers with respect, regardless of sexual orientation, transgender status and the like? If not, you may be unwittingly creating a hostile environment for some customers, which can mean a lawsuit.

Sometimes, a supervisor and subordinate just don’t get along. While the subordinate may think the reason has something to do with a protected characteristic, that may not be the case. When you receive such a complaint, you obviously must investigate.

Employers are required to make reasonable accommodations for a worker’s religious practices, including letting workers skip shifts for religious holidays. But it is up to the worker to actually request the accommodation. Missing a shift without asking can be grounds for discharge.

The EEOC handled 89,385 charges of workplace discrimination in fiscal year 2017, an 8% decline compared to the year before.

Here’s an important message for employers that may be considering rehiring someone who was fired after being accused of sexual harassment: There could be severe consequences, including, under Pennsylvania law, potential personal liability for the individual responsible for the rehiring decision.

U.S. Sen. Kirsten Gillibrand (D–N.Y.) has introduced legislation that would bar employers from including sexual harassment or gender discrimination claims in mandatory arbitration agreements. Identical legislation has been introduced in the House of Representatives.

A panel of the 6th Circuit Court of Appeals has ruled for the first time that discrimination on the basis of transgender and transitioning status violates Title VII of the Civil Rights Act.

Employees who receive their EEOC right-to-sue letter have just 90 days to file a federal lawsuit. Advice: Note that deadline as soon as you receive your copy.

Employers that have actual knowledge that a hostile work environment exists can’t get off the hook by claiming a worker failed to use an established system for reporting harassment.

There’s aren’t many ways for an employer to defend against allegations that a supervisor sexually harassed a subordinate. But a careful investigation may uncover evidence that the relationship was wholly consensual, which may help.

Employers sometimes forget that in addition to offering reasonable accommodations for people with disabilities, they have a similar obligation to reasonably accommodate employees’ religious practices.

Employees who engage in so-called protected activity under Title VII cannot be retaliated against for doing so. But the definition of protected activity is narrow.

Page 5 of 320« First...34567...102030...Last »