Month: May 2017

Dental Assoc. Pays $1.95M To Settle EEOC Charges of Retaliation

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HR and legal execs fired for reporting violations

american dental association retaliation charges

Usually, an organization depends on its HR director and in-house lawyer to make sure they stay in compliance with the law and respond to potential violations promptly. But what happens when HR and legal staff face retaliation and termination for essentially doing their job?  For one organization, it was an expensive “compliance don’t.” Read On

Ignoring Workplace Harassment Complaints Cost Mattress Maker $175K

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workplace harassment lawsuit

Black and Hispanic workers at a mattress manufacturing plant were subject to “severe racial harassment”  – including racist jokes, a noose and a Ku Klux Klan hood – while senior management ignored their complaints, the US Equal Employment Opportunity Commission (EEOC) said in a recent press release. Read On

New Tools for California Employers to Prevent Workplace Harassment

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AB 1825 and AB 2053 training key to prevention

online compliance training

California employers now have a new guide and other resources to help them comply with the  Fair Employment and Housing Act’s (FEHA) requirement to take “reasonable steps to prevent and correct” workplace harassment, discrimination and retaliation. Read On

CA Tech Firm Pays $1.7M to Settle Discrimination Charges Against Asians

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palantir asian discrimination lawsuit

May is Asian American and Pacific Islander Heritage Month, an opportunity to recognize the achievements and contributions of Asian Americans, Native Hawaiians and Pacific Islanders in the US. The annual commemoration also serves as a reminder that, unfortunately, workplace discrimination against Asian Americans is still alive. Read On

Misconceptions About Employee With Cancer Cost Company $380,000

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ADA and cancer in the workplace

idex cancer discriminationThe Americans with Disabilities Act (ADA) prohibits employment discrimination against individuals with disabilities, including employees or candidates with cancer. An ADA case recently settled for $380,000 underscores the importance of preventing disability discrimination and addressing misconceptions about employees’ ability to be productive during and after cancer treatment. Read On