Elementary School District Settled Age-bias Suit for Nearly $150,000
Discrimination and unlawful harassment are serious, growing problems in workplaces nationwide, even amongst K-12 school districts. As an example, Tempe Elementary School District was recently ordered to pay $148,092 and supply additional relief to settle an age discrimination lawsuit filed by the EEOC.
This verdict against the elementary school is not the first of its kind, and won’t be the last. Proper discrimination and sexual harassment prevention training can prevent these lawsuits from happening and provide legal protection for the school district in the event of a lawsuit. Watch our on-demand webinar below to learn compliance training best practices to prevent EEO claims and lawsuits.
WPA Can Protect Your School District with Discrimination Training
Human resource professionals in all school districts should be taking a stand against discrimination and unlawful harassment by providing all supervisors, as well as faculty and staff with discrimination training and sexual harassment training. Workplace Answers’ harassment and discrimination prevention courses can establish an affirmative defense for every K-12 school district to avoid a liability.
Are you absolutely confident that your school district’s supervisors know how to apply discrimination prevention methods, and properly handle discrimination and unlawful harassment if it occurs at your school district? All supervisors, along with faculty and staff, should be able to answers the following questions correctly at the bare minimum:
1. A multigenerational workforce is worth striving for through discrimination prevention initiatives, as it increases any organization’s bottom line.
True: A multigenerational workforce can provide a school district with an array of strengths through the different perspectives and experiences employees of different generations provide. Additionally, it can attract more business from clients, customers and vendors, whom see themselves reflected through the diversity of the workforce.
2. Age discrimination only occurs toward people of “older” generations
False: Age is merely relative and can be used as a basis for discrimination toward both “younger” and “older” generations. Discrimination prevention ensures that discrimination doesn’t happen to any generation.
3. Other than providing companies with a negative reputation and possible legal trouble, discrimination takes no serious toll on a workforce.
False: Discrimination takes many serious tolls on any workforce beyond reputation and legal stipulations, through low employee morale, lost productivity, and poor use of human resources. Proactive Harassment training and discrimination prevention initiatives should be provided to ensure that the consequences of discrimination and harassment don’t affect your school district.
4. Discrimination can occur toward members of a dominant or majority group.
True: Discrimination can occur toward anyone in the workplace, including non-minorities. Workplace Answers’ Discrimination training 1 teaches that Title VII of the Civil Rights Act protects all individuals against employment discrimination on the basis of race and color as well as national origin, sex and religion.
5. Discrimination is found in fewer than 2% of EEO complaints.
False: Discrimination has been found to occur in up to 33% of EEO cases. Agencies must take allegations of discrimination seriously and take proactive steps for discrimination prevention to avoid costly penalties of EEO cases.