Recognizing and Preventing Harassment, Discrimination and Retaliation
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Harassment, discrimination, and retaliation can have a profoundly negative impact on work environments. They can lower morale, impair job performance, and undermine the community’s confidence in your organization. The cost – in terms of time, money, potential liability, and reputation – can be significant as well. This workbook will provide a summary of the federal and state anti-discrimination laws that apply to California non-profits, as well as practical guidance to try to avoid claims.
Laws Prohibiting Harassment, Discrimination, And Retaliation
Religious Organization Exemptions From Title VII And The FEHA
- Exemptions Under Title VII
- Exceptions Under The FEHA
The Ministerial Exception To Title VII And The FEHA
- Race And National Origin
- Religious Creed
- Physical Disability
- Mental Disability
- Medical Condition
- Sexual Orientation
- Genetic Information
- Veteran or Military Status
- Opposition To Unlawful Conduct
- Use of Cannabis Off the Job and Away from the Workplace
- Disparate Treatment
- Disparate Impact
- Hostile Work Environment Harassment
- Quid Pro Quo
Bullying And Abusive Conduct
- What Is Workplace Bullying/Abusive Conduct And Who Is Affected?
- Bullying/Abusive Conduct Is Not Illegal Harassment
- Example Of Bullying/Abusive Conduct
- How Bullying/Abusive Conduct Impacts The Workplace
- What Should Your ORGANIZATION Do To Prevent Or Address Workplace Bullying/Abusive Conduct?
- What Can Supervisors Do About Bullying/Abusive Conduct?
- Protected Activity
- Adverse Action
- Causal Connection/Nexus
- Other Anti-Retaliation Laws
Preventing Harassment, Discrimination, And Retaliation
Anti-Discrimination Laws Do Not Immunize Employees From Discipline When Warranted
- Treat All Similarly Situated Employees The Same
- Performance Evaluations Of Employees
Developing An Anti-Harassment, Discrimination, And Retaliation Policy
Training Employees to Prevent Harassment, Discrimination, Retaliation, and Abusive Conduct
- Supervisory Employees
- Non-Supervisory Employees
- Temporary and Seasonal Employees Hired to Work Less Than Six Months
- Required Harassment Training Standards
Investigating Allegations Of Harassment, Discrimination, Or Retaliation
Exhaustion Of Administrative Remedies And Applicable Statute Of Limitations
- Equal Employment Opportunity Commission
- Civil Rights Department
This document is provided as a benefit to Liebert Library subscribers and cannot be shared outside of their organization. The information contained within is a template only and is not designed to address the specific and unique issues, internal rules, practices, and/or governing documents that might be in place at your organization. You should always consult with legal counsel prior to implementation of any documents.
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