National origin discrimination: the next wave of lawsuits

Article Abstract:

A new wave of lawsuits against employers is expected in the area of discrimination based on national origin. The provisions of the Civil Rights Act of 1964, The Immigration Reform and Control Act of 1986, the Immigration and Naturalization Service, and the Equal Employment Opportunity Commission require scrupulous attention to the hiring, firing, or promotion of citizens with an other-than-US national origin. Also affected are work rules, such as when English must be spoken in the workplace. Employers are therefore advised to be highly cautious. Some examples of helpful precautions are: reviewing personnel policies and practices; advising superiors against discriminatory remarks; dropping all but essential job requirements; prohibiting discrimination against those with accents; and distributing a written description of anti-discriminatory policies.

Laws, regulations and rules, Remedies, United States. Immigration and Naturalization Service, Minorities, Employment discrimination, Ethnic groups, Hispanic Americans, Discrimination, United States. Equal Employment Opportunity Commission

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Reduce the costs of sexual harassment

Article Abstract:

Statistics related to the financial costs associated with sexual harassment indicate that lawsuits are costing companies as much as $100,000 each year. Harassment also results in increased absenteeism, decreased productivity, and higher employee turnover, which causes companies to lose an average of $6.7 million annually, according to statistics from a 1988 Working Woman magazine poll. Sexual harassment in the workplace can best be prevented by: instituting a strongly written sexual harassment policy stating intolerance to sexual harassment and disciplinary actions that will be taken; educating and sensitizing workers and supervisors to the problem and the company policy; taking seriously all harassment complaints by investigating them; and pursuing appropriate action, including dismissal if appropriate, and reissuing the policy.

Methods, Finance, Statistics, Labor relations, Sexual harassment, Working Woman Magazine (Periodical)

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New polygraph test limits

Article Abstract:

The Employee Polygraph Protection Act of 1988 makes it illegal for most private business to use polygraph tests on people applying for jobs and most employees. There are some businesses that are exempt from the law, including all government at all levels and national defense or security firms. Polygraphs may only be given to employees when their work has direct effect on national security or state safety. Companies can still use polygraph tests in on-going investigations, but there are restrictions. A business must be incurring economic loss or injury. There must be a reasonable doubt to give a test. Polygraph tests are not very reliable. There are alternative methods that can be used, such as written tests, and thoroughly checking the background and references of people applying for jobs.

Analysis, Employee selection, Lie detectors and detection, Lie detector tests, Employment tests

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