Discrimination / Harassment

EEOC files first Title VII gay-bias lawsuits

03/04/2016

The EEOC has filed its first two lawsuits against private-sector employers based on the contention that bias against gay people is a form of sex discrimination.

Pregnant employee: Does her boss know how to respond?

03/03/2016

When an employee shares the news of her pregnancy with her manager, it may bring on mixed emotions. While the supervisor may be happy for the employee, the realities of scheduling and productivity will weigh heavy on his or her mind.

Consider settling early to save on attorneys’ fees

02/29/2016

Letting a discrimination case work through the EEOC or the Pennsylvania Human Relations Commission before settling generally means big legal costs for employers.

Don’t hold previous disability suit against employee who later applies for new job

02/29/2016

You can’t refuse to hire someone just because they previously sued you for disability discrimination. Saying so up-front just about guarantees that you will be sued.

Hot yoga founder to pay $900K to settle harassment case

02/25/2016

A Los Angeles jury determined that Bikram Choudhury—founder of the “hot” movement that has swept the yoga world since the 1970s—harassed and retaliated against an employee after she resisted his sexual advances.

Could you be liable for employee’s suicide?

02/25/2016

Sometimes, workplace harassment can be so oppressive that an employee takes his own life. In some circumstances, those responsible for maintaining a workplace free of retaliation and harassment can be held liable for such a tragedy.

Mere threat of pay cut isn’t reason enough to sue

02/24/2016

Employees are expected to have relatively thick skins when it comes to how their bosses treat them. They aren’t supposed to overreact and quit at the drop of a hat.

Harassment occurring now? Ensure safety first

02/16/2016

When an employee reports sexual harassment that may place her in physical danger, act immediately. Do everything you can to keep the complaining employee safe. Only then should you start investigating.

Racial remarks? Respond quickly and forcefully

02/12/2016

As a manager, it’s your responsibility to ensure that none of your people behave in a way that diminishes the sense of mutual respect and dignity in your unit. That’s what insensitive racial remarks do.

Pregnancy protections expand, as do compliance obligations