Businesses sometimes find themselves facing discrimination claims they believe are frivolous. When an employee has filed such a complaint, however, care should be taken by the company. If the complaining employee is one whose work is substandard, businesses must still be careful when planning to terminate the person's employment.
Employees in New Jersey may be affected by a Feb. 11 court decision that may make it harder to hold employers accountable for management personnel who commit sexual harassment offenses. Judges claimed that the recent decision could help motivate employers to uphold anti-harassment policies that are effective, as well as hold employees accountable for being prompt and responding appropriately when there is a sexual harassment issue. The dissenting judges contended that the ruling could set the many employees back several decades.
New Jersey employees could potentially benefit from understanding more about what actions qualify as a violation of civil rights. When there has been a civil rights violation, victims may have several options available for attempting to remedy the situation. In order to resolve an issue, people victimized by a civil rights violation may file a claim with the appropriate government agencies, file a private lawsuit in court or attempt to reach an agreement through informal negotiations.
Sexual harassment and discrimination litigation can cause serious damage to your business. The damage may hurt your finances, your reputation or both. In the case of the Old Bridge Police Department, located in central New Jersey, the damage could be very severe. The department is currently facing a discrimination lawsuit that could see them pay more than $1 million.
Letting go of an employee can be a stressful experience not only for the employee, but the employer as well. When an employee of a federal credit union recently returned from vacation to discover that she was being fired, she quickly filed a lawsuit claiming that she was wrongfully terminated. With employment litigation underway, the credit union is now tasked with defending its decision.
Most people spend a majority of their waking hours in the workplace. It is only natural that friendships form, jokes are shared, and laughs are had. Sometimes, however, workplace antics can get out of hand and turn into a matter of employment litigation.
A company that grows beyond fifteen employees must make sure that their sexual harassment policies are in line with federal employment law. Employers must craft anti-harassment policies and make sure all employees understand what sexual harassment is and that it is prohibited. Employees must also know how they can file a complaint and these complaints must be followed up on. An employer should realize that even if they follow the rules, they can still be held liable for their employees' bad behavior.