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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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When it comes to responding to sexual harassment, courts give employers considerable leeway. That doesn’t mean you can’t set extremely strict rules on your own.
The key is a fast and effective response that keeps the situation from escalating.
The symptoms sound ominous: A Minnesota employer faces a lawsuit alleging it violated the ADA. The likely diagnosis: A manager veered way outside his lane, attempting to play doctor.
A Florida insurance brokerage has agreed to pay $100,000 and change its policies to settle charges it discriminated against a job applicant because of her pregnancy.
The risk: Even if a complaint gets tossed out, employees could have a valid retaliation claim.
If the manager has moved on, all is not lost. You can still argue that the worker was hired knowing his status and that it makes no sense to then have fired him for that characteristic.
The American Dental Association’s former chief legal counsel and its former HR director will split $1.95 million after the EEOC determined the association probably retaliated against the two executives for voicing concerns about what they believed were discriminatory actions.
A bill before the Texas state legislature would give the state the power to nullify municipal ordinances protecting lesbian, gay, bisexual and transsexual employees.
Remind bosses that, along with the organization, they can be personally sued for sexual harassment. Plus, sometimes the employer may be found not liable, but the supervisor is.
Courts don’t expect workplaces to be perfectly harmonious, without any hint of harassment. As long as the behavior doesn’t repeat or become progressively worse, courts generally hesitate to intervene.
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