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Other Discriminatory Practices Covered Under EEO Laws
Title 7 also prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.

Other workplace conditions Related Articles

“Strategic Business Tips On How To Achieve Civility In Today’s Workplace, From Your Strategic Thinking Business Coach”
Today’s workplace is very dynamic, sometimes very stressful, and too often not very civil. We certainly observe the lack of civility in the workplace with people calling each other names, engaging in personal attacks on each other, exhibiting rude and disruptive behaviors and the lack of respect for one another or ignorance of how behaviors affect others. I believe there is a real desire for the restoration of civility in the workplace. Your strategic thinking business coach offers some tips on how to achieve civility in today’s workplace.

3.7 Tackling work-related health hazards: Working Out of Poverty
Most workers living in poverty lack basic health and welfare services and work in an unhealthy and unsafe working environment. For many, their home and workplace are one and the same place. Vulnerability to disease and poor health thus result from a combination of poor living and working conditions. Most workers in the informal economy work in precarious and unsafe conditions, without sanitary facilities, potable water or proper waste disposal. Every year, more than 2 million people die of work-related accidents and diseases. In many developing countries, death rates among workers are five to six times those in industrialized countries. More than 160 million workers fall ill each year as a result of workplace hazards. The poorest and least protected – often women, children and migrants – are among the most affected.
Management and Mentoring with Congruence
This article is the third of a series of three covering the core conditions model developed by Carl Rogers and its application to Management and Mentoring. These core conditions were developed for use in Person Centred Counselling Psychotherapy and from my experience have great relevance to Management in general and my Mentoring practice in particular. The first two articles dealt with two of the core conditions in Roger’s model, namely Unconditional Positive Regard (UPR) and Empathy.The third condition is however slightly more complex. In direct terms the word Congruence implies “Harmony” and in other definitions it is called “being Genuine”. However neither of these is fully descriptive of the concept being discussed here.

When an Employee is Grieving - The Death of a Child
Businesses are accustomed to putting a price tag on lost productivity and increased insurance costs associated with conditions from diabetes to those from life problems including substance abuse and depression. For the first time there is data available on the impact of grief in the workplace and the annual cost of grief from the death of a loved one is more than $37.5 billion.

How To Stop Workplace Bullying...And It Has Nothing To Do With The Bully
Efforts to curb workplace bullying have focussed on changing the behaviour of the bullies in the workplace. A more effective way would be to modify the behaviour of the victims in the workplace...
Protect your Workplace from the Violence and Murder of Annie Le at Yale University
Employers need to protect their workplaces from instances of workplace violence. The recent murder of Annie Le at Yale University is just the most recent in a rash of incidents of workplace violence that occur daily across the country. This article helps employers learn important steps to protect against violence in their workplace. It also provides information on the warning signs of workplace violence and resources for employees that may be prone to workplace violence. Despite statistics showing huge increases in incidents of workplace violence, most employers fail to take the basic necessary steps to prevent workplace violence including having a workplace violence seminar and providing workplace violence prevention training. This article provides employers with the basic steps they can take to prevent workplace violence today.
MISSED WARNING SIGNS OF WORKPLACE VIOLENCE IN FORT HOOD AND ORLANDO SHOOTINGS
The tragedy at Fort Hood and the mass shootings the following day in Orlando demonstrate all too vividly how missed warning signs can lead to violence in the workplace. Perhaps if the warning signs present in both of these cases had been noticed by those involved these unfortunate incidents of workplace violence could have been avoided. Employers need to be aware of what the warning signs are and how to handle them. They also need to draft workplace violence prevention policies as well as provide workplace violence prevention training to their employees. The training will help employees understand what they should be on the lookout for, the resources in the workplace that can help employees who demonstrate the warning signs and methods to make the workplace safer for all employees.

WORKPLACE VIOLENCE: EMPLOYERS NEED TO BE BETTER PREPARED
Employers today are not prepared for instanced of workplace violence in their workplaces. They need to understand that this is where they need to put their training efforts and resources in coming months as more and more instances of workplace violence arise. Employers need to understand that they can be held liable for negligent hiring and negligent retention of employees who engage in workplace violence. Employers need to recognize that the way to prevent instances of workplace violence and to protect their workplaces is to provide training to both managers and employees on the warning signs of workplace violence as well as methods to avoid workplace violence in their workplaces. Employers need to be more proactive and provide workplace violence prevention training today!
The Secret to Resolving Workplace Conflicts
During a workplace conflict, it's human nature to assume the problem is the other person. Here's why that isn't the case - and how to keep workplace conflict from turning into workplace combat.
TWO LESSONS LEARNED FOR EMPLOYERS FROM MANCHESTER, CT SHOOTING
Today employers had an opportunity to witness first hand another instance of workplace violence. This one occurred in Manchester, CT where an African-American employee who had complained about racial harassment in the workplace, went on a shooting spree against his co-workers when his employer asked him to resign. Employers need to learn how to better prepare for instances of workplace violence when they discipline employees. Employers also need to better understand their legal obligations with regard to complaints of unlawful harassment in the workplace. Hopefully, today’s tragedy can help employers understand that they need to be better prepared and take action to prevent instances of workplace violence in their workplaces.

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