Discrimination / Harassment

Here’s an easy way to prevent age bias claims

04/14/2014

One of the best ways to prevent age discrimination is also one of the simplest: Make your hiring process age-blind by removing age tipoffs from your application.

Still no handbook? Act fast after complaint

04/14/2014

Do you work in an HR department that still hasn’t gotten around to creating an employee handbook? Don’t despair. As long as everyone in HR and management makes sure employees know the company won’t tolerate sexual harassment and encourages immediate reporting of harassment, you can probably escape liability by acting fast on any reports you do receive.

No need to tolerate personal woes that spill over to workplace arguments

04/09/2014

When bad romance spills over to the workplace, you don’t have to put up with the aftermath. Set strict rules about behavior and don’t tolerate loud arguments, threats or other disruptions.

Base pay on job–not title or job description

04/08/2014

To avoid unintentional bias, HR and supervisors must look deeper than job descriptions when setting up pay scales. That’s why it’s best to regularly reevaluate your job descriptions and match them to actual job tasks and duties.

EEOC issues new guidance on religious garb and grooming

04/08/2014

In an attempt to clarify employers’ rights and responsibilities under Title VII’s prohibition against religious discrimination, the EEOC has issued a new guidance document regarding religious clothing and grooming in the workplace.

Disabled waitress sues after Houston restaurant raises bar

04/07/2014

Nick’s Restaurant and Sports Bar in Houston faces an EEOC lawsuit after it allegedly stopped accommodating a disabled employee with dwarfism.

Not every work dispute is a ‘federal case’

04/07/2014

Federal courts are beginning to be more selective in the types of employment discrimination cases they consider. No longer can employees essentially “make a federal case” out of any workplace dispute.

Don’t let lawsuit fear stop appropriate discipline

04/07/2014

Some employers want to avoid litigation and don’t like to discipline someone they are sure will sue. That can be a mistake, especially if the employee in question is harassing or discriminating against others.

Comments don’t always have to be overtly sexual to create hostile environment

04/07/2014

When a supervisor constantly ridicules an employee, watch out. The worker may have a hostile work environment claim if she can tie the demeaning comments to just one or two overtly sexual ones.

Same job, new office? That’s not retaliation

04/07/2014

While a real adverse employment action may trigger a retaliation claim, many minor changes aren’t truly adverse. For example, moving an employee to a different office without changing anything substantial about his job probably isn’t retaliation.