For better or worse, managers set the tone

A Connecticut garment maker will pay $80,000 to settle an EEOC sexual harassment lawsuit.

$1.5 million harassment cost for Madera, Calif., company

One of the nation’s largest dried fruit processors, Z Foods in Madera, Calif., has agreed to pay $1,470,000 to settle sexual harassment and retaliation charges leveled in an EEOC lawsuit.

Harassment: Bosses can be personally liable


Want to get the attention of bosses who’ve demonstrated borderline harassing behavior in the past? Scare them straight with the eye-opening news that being on the losing end of a harassment lawsuit could mean more than just bad news for the company.

EEOC continues push for LGBT rights at work

The EEOC is moving forward with an aggressive, new stance that discrimination on the basis of sexual orientation and gender identity constitutes sex discrimination under Title VII of the Civil Rights Act. Discrimination complaints filed by lesbian, gay, bisexual and transgender employees have led to several big settlements.

How to respond when EEOC, MDHR allege discrimination

The EEOC and Minnesota Department of Human Rights are the agencies primarily responsible for making sure employers comply with discrimination laws. When an applicant or employee files a discrimination charge in Minnesota, either agency or both will investigate.

National origin bias: Heed new EEOC rules, increased enforcement

In June, the EEOC proposed new regulations concerning Title VII’s national origin provisions. National origin discrimination complaints comprise about 11% of the charges the EEOC receives each year. The new proposed EEOC regulations target job segregation, human trafficking and intersectional discrimination.

Why employees harass: The top targets

Last year, the EEOC received more than 28,000 claims by employees that they were unlawfully harassed at work. Here are the top reasons employees say they were targeted for harassment.

Age-related comment doesn't always show bias

If you learn a manager made an age-related comment, don’t panic. Context is everything.  An obvious discriminatory statement— “I am terminating you because you are old”—is one thing. However, a general comment—for example, about the advantages of accepting a retirement package as an older employee—probably isn’t biased.

Use thorough reporting system to capture details of alleged harassment

There is good news for employers that have to mediate workplace disputes that can fairly be characterized as personality clashes between co-workers.

Short reassignment delay is generally OK

Sometimes, it takes a while for management to make changes in schedules and duty assignments after a promotion or transfer. A reasonable delay—even if it results in some loss of pay—isn’t considered an adverse employment action or serious enough to win a discrimination lawsuit.

EEOC sues over firing of HIV-positive worker

The EEOC has filed suit against a large Midwest McDonald’s franchisee that recently fired an employee who is HIV-positive and requires its employees to report all prescription medications they take.

Never pull job offer because of pregnancy

The EEOC could well take the lead role in such a case—and it can throw almost unlimited legal and financial resources into its effort to beat you in litigation.

EEOC calls for better anti-harassment training

The EEOC wants employers to double down on their workplace harassment prevention efforts.

Horseplay or harassment? Use common sense

Employers sometimes have to make judgment calls: Is that misbehavior plain old horseplay … or a serious case of sexual harassment? The difference often comes down to context.

Federal contractors must comply with new rules on sex bias

The Office of Federal Contract Compliance Programs’ revised rules take effect today.
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