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1. The majority held that if a company has an effective in-house program to deal with discrimination complaints it presents a strong defense for the employer if not used by the employee. The dissent in this case argued that it opened the door to cases that employers cannot defend themselves against-such as this case, where the company had a policy against discrimination that was apparently violated, but the injured employee did not take advantage of company policy.
Is that likely to happen?
2. What steps should an antidiscrimination policy include?


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