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Discrimination / Harassment

Harassment charge triggers Philly charter school audit

04/06/2017
Aspira, a company that operates five Philadelphia charter schools, faces an inquiry from Pennsylvania’s Auditor General after it paid $350,000 to settle sexual harassment charges against its CEO.

The best way to stop age bias claims: Prove employee was terminated for cause

04/06/2017
Employers should always document exactly why they terminated an older employee, even if he or she was replaced by a much younger worker.

Harassment victims get new lawsuit option

04/06/2017
Employees who miss the deadline for filing EEOC complaints may get a second chance following a 3rd Circuit decision in a case involving sexual harassment in Pennsylvania.

Supreme Court may weigh in on anti-gay bias

04/06/2017
In early April, two major news stories broke on the employment law beat. There is reason to believe the two developments will soon converge.

No investigation? That’ll be $4.5 million

03/30/2017
Say a manager claims a subordinate broke the rules and wants him fired. Don’t just take the boss’s word for it and rubber-stamp that termination recommendation.

Fresno temp agency settles EEOC complaint for $24,500

03/29/2017
United Staffing in Fresno has agreed to settle charges it retaliated against an employee for filing a discrimination charge.

A few isolated sexual comments don’t make a workplace a hostile environment

03/29/2017
Isolated sexual comments over many years just aren’t enough to warrant a lawsuit, even if more than one employee alleges it happened to her.

Boss’ comments direct evidence of bias

03/29/2017
If you learn that a supervisor who wants to fire an employee has made sexist comments about her, think twice about that termination.

Employees may not like job changes, but that doesn’t give them reason to sue

03/23/2017
Sure, change is hard, and some alterations may irritate some employees. That doesn’t mean they can sue.

Does Title VII cover sexual orientation?

03/23/2017
While the Trump administration may withdraw executive orders issued by the prior administration, the EEOC is moving ahead with its interpretation that sexual orientation discrimination is illegal under Title VII.