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	<title>KPA&#187; employment discrimination</title>
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	<link>http://blog.kpaonline.com</link>
	<description>EHS &#38; HR Compliance</description>
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		<title>The Lawsuits are Coming, Get Ready to Pay</title>
		<link>http://blog.kpaonline.com/2011/04/employment-lawsuits-employers/</link>
		<comments>http://blog.kpaonline.com/2011/04/employment-lawsuits-employers/#comments</comments>
		<pubDate>Fri, 22 Apr 2011 18:03:51 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[employment lawsuits]]></category>
		<category><![CDATA[employment litigation]]></category>
		<category><![CDATA[Employment Practice Liablity Insurance]]></category>
		<category><![CDATA[EPL]]></category>
		<category><![CDATA[HR compliance]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=1642</guid>
		<description><![CDATA[  The Cleveland Plain Dealer reported that over 6,800 private-sector lawsuits were filed nationwide in 2010. The DOL (Department of Labor), handled about 32,000 wage and hour complaints in 2010, a jump of 33 percent in just two years.  The Equal Employment Opportunity Commission reports that pay and promotion cases are now the biggest category of employment [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2011/04/employment-lawsuits-employers/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Don&#8217;t forget “protection” when disciplining or terminating employees</title>
		<link>http://blog.kpaonline.com/2011/04/discipline-termination-employees/</link>
		<comments>http://blog.kpaonline.com/2011/04/discipline-termination-employees/#comments</comments>
		<pubDate>Fri, 01 Apr 2011 21:47:21 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[Tip of the Month]]></category>
		<category><![CDATA[compliance tip of the month]]></category>
		<category><![CDATA[disciplining employees]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[terminating employees]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=1556</guid>
		<description><![CDATA[Remember the “protected” rule when disciplining or terminating employees. Never discipline or terminate an employee in a protected class or an employee engaged in a protected activity without consulting an attorney. Protected classes are race, color, religion, national origin, age (40 and over), disability, veteran status, genetic information sex, familial status, sexual orientation and gender [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2011/04/discipline-termination-employees/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Does having &#8220;Adonis DNA&#8221; provide protection under GINA?</title>
		<link>http://blog.kpaonline.com/2011/03/gina-discrimination-termination/</link>
		<comments>http://blog.kpaonline.com/2011/03/gina-discrimination-termination/#comments</comments>
		<pubDate>Sat, 12 Mar 2011 15:00:53 +0000</pubDate>
		<dc:creator>Tamara Lischer</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[Charlie Sheen and GINA]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[employment relationship]]></category>
		<category><![CDATA[genetic information]]></category>
		<category><![CDATA[HR best practice]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=1445</guid>
		<description><![CDATA[In the midst of the Charlie Sheen media frenzy, several important questions in the Sheen vs. CBS/Warner Bros. dispute are being overshadowed by the sensational personal videos and interviews.  Should an employee’s personal life affect his/her employment?  What if that employee is making vast quantities of money for himself/herself and the company? Does having “Adonis DNA” provide protection [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2011/03/gina-discrimination-termination/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Cupid&#8217;s Arrow May Find You At Work</title>
		<link>http://blog.kpaonline.com/2011/02/office-romance-best-practices/</link>
		<comments>http://blog.kpaonline.com/2011/02/office-romance-best-practices/#comments</comments>
		<pubDate>Mon, 14 Feb 2011 20:30:30 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[romantic relationship]]></category>
		<category><![CDATA[workplace relationships]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=1362</guid>
		<description><![CDATA[Long hours at work  and increased socialization as a workplace expectation may have lead to an increase in romance in the workplace reports several recent studies. The flip side is that while employee may be finding love at work they are also concerned about the impact to their careers. Vault.com reports that 59 percent of 2,083 respondents [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2011/02/office-romance-best-practices/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Get Sued- The 5 Most Common Mistakes Employers Make</title>
		<link>http://blog.kpaonline.com/2010/09/get-sued-the-5-most-common-mistakes-employers-make/</link>
		<comments>http://blog.kpaonline.com/2010/09/get-sued-the-5-most-common-mistakes-employers-make/#comments</comments>
		<pubDate>Sat, 18 Sep 2010 14:00:54 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[disciplining employees]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[employment litigation]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[litigation]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=916</guid>
		<description><![CDATA[Do you want to be sued?  What a silly question, what employer wants to be sued or audited- yet too often employers become involved in employment litigation simply because they failed to follow the most basic HR practices.  In conversations with both plaintiff and defendant employment attorneys and discussions with KPA&#8217;s partner attorneys, I have found [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/09/get-sued-the-5-most-common-mistakes-employers-make/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Imbibing Idiots and Job Interviews</title>
		<link>http://blog.kpaonline.com/2010/08/imbibing-idiots-and-job-interviews/</link>
		<comments>http://blog.kpaonline.com/2010/08/imbibing-idiots-and-job-interviews/#comments</comments>
		<pubDate>Tue, 10 Aug 2010 20:22:08 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[interviewer]]></category>
		<category><![CDATA[interviewers]]></category>
		<category><![CDATA[interviewing]]></category>
		<category><![CDATA[job interviews]]></category>
		<category><![CDATA[selection process]]></category>
		<category><![CDATA[subconscious bias]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=793</guid>
		<description><![CDATA[ Most managers and HR professional think they are good at objective interviewing- when in fact they are influenced by all sorts of subconscious bias.  A recent study (with the wonderful title of &#8220;The Imbibing Idiot&#8221;) highlights this by reporting that applicants who order an alcoholic beverage when taken to dinner or lunch during the interviewing process are perceived as less [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/08/imbibing-idiots-and-job-interviews/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Yet another discrimation lawsuit and settlement in the transportation industry</title>
		<link>http://blog.kpaonline.com/2010/07/yet-another-discrimation-lawsuit-and-settlement-in-the-transportation-industry/</link>
		<comments>http://blog.kpaonline.com/2010/07/yet-another-discrimation-lawsuit-and-settlement-in-the-transportation-industry/#comments</comments>
		<pubDate>Tue, 06 Jul 2010 22:44:58 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[employment lawsuit]]></category>
		<category><![CDATA[Enforcement]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[Investigation]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=689</guid>
		<description><![CDATA[Because KPA offers HR compliance consulting and HR software we monitor all of the lawsuits and settlements brought by the EEOC.   Frankly it is rather depressing to me (as an HR professional and as a person)  that 45 years after the EEOC was established there are still so many claims and settlements for discrimination, harassment and retaliation.    My friends who are  employment attorneys could [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/07/yet-another-discrimation-lawsuit-and-settlement-in-the-transportation-industry/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Employer Alert- New Rules on Background Checking</title>
		<link>http://blog.kpaonline.com/2010/06/employer-alert-new-rules-on-background-checking/</link>
		<comments>http://blog.kpaonline.com/2010/06/employer-alert-new-rules-on-background-checking/#comments</comments>
		<pubDate>Mon, 21 Jun 2010 22:04:16 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[Employee Relations]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[background checks]]></category>
		<category><![CDATA[credit history]]></category>
		<category><![CDATA[credit reports]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[fair credit reporting act]]></category>
		<category><![CDATA[HR compliance]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=638</guid>
		<description><![CDATA[Oregon employers need to review and update their policy on background checks  involving credits checks before July 1st, 2010.   A new law makes it an unlawful employment practice, except in very limited circumstances, for an Oregon employer to use credit history in making hiring decisions or any decision affecting current employees.  Employers in Oregon should also consider reviewing and [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/06/employer-alert-new-rules-on-background-checking/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What is the cost of not allowing women mechanics at your dealership? $55K based on latest EEOC settlement</title>
		<link>http://blog.kpaonline.com/2010/06/what-is-the-cost-of-not-having-a-women-mechanic-at-your-dealership-55k-based-on-latest-eeoc-settlement/</link>
		<comments>http://blog.kpaonline.com/2010/06/what-is-the-cost-of-not-having-a-women-mechanic-at-your-dealership-55k-based-on-latest-eeoc-settlement/#comments</comments>
		<pubDate>Thu, 10 Jun 2010 23:24:34 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[equal employment opportunity]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[motorcycle dealership]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=582</guid>
		<description><![CDATA[Is there any reason why women should not work as motorcycle mechanics? The obvious answer of course not-and the Dudley Perkins Company probably wishes that had been their reasoning in the past after paying out $55,000 to settle a lawsuit accusing them of not allow a women to work as a mechanic. The The Dudley Perkins Company, [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/06/what-is-the-cost-of-not-having-a-women-mechanic-at-your-dealership-55k-based-on-latest-eeoc-settlement/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Platinum Rule for Workforce Management and Human Resources</title>
		<link>http://blog.kpaonline.com/2010/04/the-platinum-rule-for-workforce-management-and-human-resources/</link>
		<comments>http://blog.kpaonline.com/2010/04/the-platinum-rule-for-workforce-management-and-human-resources/#comments</comments>
		<pubDate>Fri, 09 Apr 2010 23:28:10 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[employee morale]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[litigation]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=440</guid>
		<description><![CDATA[As I look the list of recent EEOC settlements for both small businesses and large international companies, law firms (they really should have known better) to manufacturing companies, I am struck by one simple fact.  ALL of these lawsuits and settlements could have been avoided if managers, supervisors and executives followed one simple rule, aka the platinum rule, first [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/04/the-platinum-rule-for-workforce-management-and-human-resources/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Yet another discrimination settlement with a dealership, but this time for disability discrimination.</title>
		<link>http://blog.kpaonline.com/2010/03/yet-another-discrimination-settlement-with-a-dealership-but-this-time-for-disability-discrimination/</link>
		<comments>http://blog.kpaonline.com/2010/03/yet-another-discrimination-settlement-with-a-dealership-but-this-time-for-disability-discrimination/#comments</comments>
		<pubDate>Mon, 08 Mar 2010 18:36:20 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[Citations]]></category>
		<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[compliance tip of the month]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=339</guid>
		<description><![CDATA[The number of lawsuits involving dealerships and the EEOC continue to rise.  Learn five steps to help you prevent claims of disability discrimination.]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/03/yet-another-discrimination-settlement-with-a-dealership-but-this-time-for-disability-discrimination/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Does Background Screening Really Reduce Risk?</title>
		<link>http://blog.kpaonline.com/2010/03/does-background-screening-really-reduce-risk/</link>
		<comments>http://blog.kpaonline.com/2010/03/does-background-screening-really-reduce-risk/#comments</comments>
		<pubDate>Tue, 02 Mar 2010 20:18:56 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[Enforcement]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[litigation]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=307</guid>
		<description><![CDATA[Reduce risk using background screening but be aware of EEOC regulations to ensure your  screening and hiring processdoes not discriminate.]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/03/does-background-screening-really-reduce-risk/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Yet another employment discrimination settlement for an Auto Dealership- Are You Next?</title>
		<link>http://blog.kpaonline.com/2010/01/140000-employment-discrimination-claim-for-georgia-dealership-are-you-next/</link>
		<comments>http://blog.kpaonline.com/2010/01/140000-employment-discrimination-claim-for-georgia-dealership-are-you-next/#comments</comments>
		<pubDate>Fri, 29 Jan 2010 19:36:29 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[Citations]]></category>
		<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[litigation]]></category>
		<category><![CDATA[most cited violations]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=250</guid>
		<description><![CDATA[Dealerships have made headlines recently in a spate of high dollar employment discrimination lawsuit settlements]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/01/140000-employment-discrimination-claim-for-georgia-dealership-are-you-next/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Sitting ducks- why do business not follow basic HR regulations?</title>
		<link>http://blog.kpaonline.com/2010/01/sitting-ducks-why-do-business-not-follow-basic-hr-regulations/</link>
		<comments>http://blog.kpaonline.com/2010/01/sitting-ducks-why-do-business-not-follow-basic-hr-regulations/#comments</comments>
		<pubDate>Tue, 12 Jan 2010 19:06:00 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[EEOC]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[HR software]]></category>
		<category><![CDATA[Wage and Hour]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=223</guid>
		<description><![CDATA[Last week the EEOC entered into a $1.5M settlement with a Colorado auto dealer, and then on Monday announced another $85,000 settlement with a dealership in Ohio. In both cases basic HR best practices and federal and state regulations were not followed. The question is why?  Is it a lack of understanding of the regulations [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/01/sitting-ducks-why-do-business-not-follow-basic-hr-regulations/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>A $1.5 million dollar employment litigation recipe</title>
		<link>http://blog.kpaonline.com/2010/01/a-1-5-million-dollar-employment-litigation-recipe/</link>
		<comments>http://blog.kpaonline.com/2010/01/a-1-5-million-dollar-employment-litigation-recipe/#comments</comments>
		<pubDate>Fri, 08 Jan 2010 17:15:14 +0000</pubDate>
		<dc:creator>Kathryn Carlson</dc:creator>
				<category><![CDATA[DOL]]></category>
		<category><![CDATA[HR: Industry Updates]]></category>
		<category><![CDATA[Department of Labor]]></category>
		<category><![CDATA[employment discrimination]]></category>
		<category><![CDATA[HR best practice]]></category>
		<category><![CDATA[HR compliance]]></category>
		<category><![CDATA[HR software]]></category>
		<category><![CDATA[litigation]]></category>

		<guid isPermaLink="false">http://blog.kpaonline.com/?p=215</guid>
		<description><![CDATA[Take 90 new Department of Labor Investigators, add aggressive enforcement of the law, stir in limited corporate oversight, and combine with intricate laws that can be difficult to understand.  Make sure there are no processes and systems that would force compliance of the law and HR best practices. Mixed together and you have a $1.5 million [...]]]></description>
		<wfw:commentRss>http://blog.kpaonline.com/2010/01/a-1-5-million-dollar-employment-litigation-recipe/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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