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Discrimination / Harassment

Inadvertent segregation? Be able to explain why

08/08/2011
Here’s a caution about workplace logistics such as office assignments, work schedules and other supervisor actions that members of a particular protected class could view as hostile: If the result is any kind of workforce “segregation,” make sure you have a good underlying business reason that has nothing to do with race, sex, etc.

Ban class actions in arbitration agreements

08/08/2011

If your arbitration agreement is more than a year old, chances are it needs updating. That’s especially true if the contract doesn’t specifically ban class-action arbitrations. As a recent 2nd Circuit Court of Appeals decision shows, leaving out that prohibition could prompt an arbi­trator to treat one employee’s complaint as a class action covering many employees.

3 million reasons not to ‘get revenge’ on complaining worker

08/04/2011

Do your supervisors know it’s illegal to lash out at or get revenge on em­­ployees who voice legal complaints? While race discrimination has historically been the most popular employee discrimination claim with the EEOC, retaliation took over the top spot last year. A recent $3 million jury verdict shows how America is becoming Retaliation Nation.

Can your workplace withstand EEOC scrutiny? Run a self-audit

08/03/2011
The EEOC has an inde­pendent right to investigate discrimination claims and can expand investigations well beyond any initial complaint. For that reason, it’s important to pro­­actively look for inadvertent discrimination in all your hiring and em­­ployment practices. Don’t wait for the EEOC or a state anti-bias agency to come snooping around.

Must we make employees available to EEOC investigators?

08/01/2011
Q. A former employee recently filed an EEOC complaint against our company alleging race discrimination. As part of its investigation, the agency will be coming to our offices to interview employees. Do I have to make the employees available? As the HR director, should I sit in on the employee interviews?

‘Can we talk?’: How to handle requests for secrecy

08/01/2011

Say one of your employees stops by your office with a troubled look on her face. She has a complaint, but wants to speak with you “off the record.” Can you comply with her request for confidentiality? Should you? It all depends on the content and context of the complaint.

Capitol Hill aide sues Houston congresswoman for disability bias

07/29/2011
A former Capitol Hill staffer is suing U.S. Rep. Sheila Jackson Lee for disability discrimination, alleging that the congresswoman from Houston ridiculed her poor vision and reading disabilities and failed to accommodate her.

Lawsuit: Denton elder care routinely biased against men

07/29/2011
A man who applied for work at the Denton State School is suing the Texas Department of Aging and Dis­ability Services, claiming gender bias. His claim: The school just won’t hire men for some positions.

On the emotional edge: 4 tips for responding to employee rants

07/29/2011

Disciplinary and termination meetings are emotionally charged events that carry the potential for nasty words, hurt feelings and even legal troubles. You never know how employees will respond. But you need to be prepared for anything. Four do’s and don’ts to defuse rants and avoid lawsuits:

Section 1983 claim must prove discriminatory agency policy

07/29/2011
Public employees who miss the deadlines for suing under various discrimination laws sometimes get another bite at the litigation apple with a claim under Section 1983. But Section 1983 lawsuits also require public employees to show that their employers had a custom or policy that resulted in discrimination. That’s hard to do.