• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Discrimination / Harassment

Ohio bill would overhaul bias, harassment complaint process

11/09/2012
A bill before the Ohio Senate could thoroughly revamp how employees file complaints about workplace discrimination and harassment—and greatly benefit employers that have robust anti-discrimination and harassment policies and practices.

’40-year-old virgin’ wins right to sexual harassment trial

11/09/2012
Warn supervisors to stay away from demeaning jokes and other offensive, sexually oriented comments.

Go ahead and hold holiday celebrations–just be sure to hold the religion, too

11/09/2012

The winter holiday season is ap­­proaching and with it, perhaps some excessively cheerful holiday glee. That may offend some religious individuals from a wide variety of faiths. But as long as employers don’t go overboard on the religious aspects of the season and don’t punish those who want to play Scrooge, a little merriment is fine.

Informal comment to HR? Beware retaliation suit

11/09/2012
An employee’s casual remark to HR can lay the groundwork for a retaliation claim if the comment could be interpreted as objecting to some form of discrimination. That’s good reason to train HR staff to report all comments and consider them as protected activity.

EEOC: Domestic violence victims may be protected from job discrimination

11/07/2012
No federal employment law specifically prohibits job discrimination against domestic violence victims. But the EEOC released a Q&A fact sheet in October 2012 to clarify that Title ViI and the Americans with Disabiilties Act (ADA) “may apply to employment situations involving applicants and employees who experience domestic or dating violence, sexual assault, or stalking.” Read the full Q&A here …

More EEOC investigations take the ‘personal’ touch

11/07/2012
The EEOC is increasingly investigating claims of discrimination by visiting employer workplaces, rather than conducting investigations via the phone and mail, according to attorney Neshesba Kittling. The EEOC’s goal: expand investigations of single charges into companywide class actions.

Discipline OK even if employee has complained

11/01/2012
Courts are consistently hesitant to second-guess well-founded employment decisions. Of course, they won’t let you get away with discriminating or retaliating against an employee for filing an EEOC complaint or lawsuit. But that doesn’t mean you can’t discipline an employee if she needs prodding to meet your legitimate expectations.

Nash Finch settles sex discrimination complaint

11/01/2012
Food wholesaler Nash Finch has settled complaints it discriminated against women at its Lumberton facility. Based in Minnesota, Nash Finch is the nation’s second largest food wholesaler and has received $14 million in federal contract payments since 2005.

Court makes quick work of serial applicant’s lawsuit

11/01/2012
Have you ever faced an applicant who applies for every open position just because it’s easy to do—and then complains that she wasn’t chosen for any of them? A federal court made quick work of dismissing a lawsuit from one such applicant when it was clear she was overreaching.

Already decided who to hire? OK to refuse more applications

11/01/2012
You don’t have to accept any more applications after you have considered enough candidates to make a hiring decision—even if your sys­­tem still shows the position is open.