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Discrimination / Harassment

Ignoring EEOC information request won’t make it go away

07/19/2011
It can seem like a waste of time to re­­­spond to a request for information about alleged discrimination if you know your company did nothing wrong. But it’s never a good idea to ignore an EEOC information request.

It’s time for a talk if you’ve heard a boss has been disparaging disabled employees

07/19/2011

Are you hearing that a supervisor is making less than flattering statements about a disabled employee or disabled individuals in general? Then it’s time to call in the supervisor and explain to her it has to stop. That’s especially true if the super­visor happens to have a disabled ­employee under her direction and recommends that the employee should be terminated.

When accused harasser says he was harassed, weigh everyone’s credibility–and motive for lying

07/15/2011

It can and does happen when an employee complains that she has been sexually harassed: In the course of the ensuing internal investigation, the alleged harasser says that, in fact, he was harassed—and the alleged victim was the real harasser. What should you do?

Roofing firm agrees to settle over racist remarks

07/13/2011
Detroit Lakes-based Herzog Roofing has agreed to pay $71,500 to settle a racial harassment charge filed by former employees. The money will be split among seven blacks, Hispanics and Native Americans who alleged they were subjected to racial epithets, racist jokes and other forms of workplace bias.

Firing those with obsolete skills isn’t age bias

07/13/2011
In today’s tough economy, it’s sometimes necessary to terminate em­­ployees. That may be especially true when new technology makes it easier to perform some tasks, reducing the need for employees.

Promote harmony, prevent hostile environment by adding civility policy to your handbook

07/13/2011
Few reasonable employees like working in an unpleasant environment where co-workers call each other names and generally treat each other with disrespect. They may, however, ignore such conduct to avoid rocking the boat. But supervisors who don’t put a stop to it risk a hostile environment lawsuit. That’s why you should consider adopting a civility policy that demands employees treat each other with respect and bans insults and other boorish behavior.

Honestly believe worker broke rule? Firing OK

07/13/2011
Here’s something to remember when you’re worried about firing someone because you might get sued: Judges don’t want to run HR departments. As long as HR acts honestly and believes the employee should be fired because she broke a company rule, chances are a lawsuit won’t ­succeed.

Tampa travel agencies sued for sexually hostile workplace

07/13/2011
Four Amigos Travel and Top Dog Travel are facing a class-action lawsuit after the EEOC stepped in on behalf of telemarketers who accused the Tampa-based companies of condoning sexual harassment.

When age seems obvious factor, expect lengthy legal process

07/13/2011
Here’s something to consider when terminating an older employee, while leaving younger ones in place: If your organization is sued, don’t expect the case to be tossed early on. Instead, brace for protracted litigation.

Employee feels slighted by promotion process? That’s not enough to win retaliation lawsuit

07/13/2011

Some employees believe that anything the least bit negative that happens to them after they file a lawsuit is grounds for a second lawsuit alleging retaliation. That’s not true. To constitute retaliation, an employer has to do something that would dissuade a reasonable employee from filing a lawsuit in the first place.