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Discrimination / Harassment

Warn bosses: Talk of protected characteristics can flag bias

02/28/2011
Here’s a warning you should make sure supervisors hear loud and clear: No one in management should ever mention a protected characteristic (such as age, race or gender) while discussing a promotion or hiring decision.

Not everyone wears a halo: Courts don’t expect perfect work environment

02/28/2011
Some employees act like they expect everyone at work to be on their best behavior all the time, never doing or saying anything even mildly offensive. That’s just not realistic.

Veteran complaining of USERRA violation? Don’t even think about using that against him

02/28/2011

It’s often easy for employees to prove retaliation than whatever alleged bias may have preceded the retaliation. For cases involving employees who are also members of the armed forces, it’s even easier. They’re protected by USERRA.

Beware racial slurs–no matter the context

02/28/2011
Some employees will make any argument to win a lawsuit. Fortunately, courts usually can spot a set-up when they see one.

Romance gone bad: What can we do to discourage relationships between employees?

02/28/2011
Q. Two of our employees are having a romantic relationship. One is married. The wife of the married employee came to our facility and demanded to speak with the other woman. We didn’t permit them to speak on the premises. Can we do anything to discourage employee romances or is that strictly off-limits?

Ensure your FMLA practices comply with new GINA regulations

02/28/2011
Under the FMLA employers routinely ask an employee’s health care provider to complete a certification form justifying FMLA leave requests. That could create a GINA compliance problem, because the certification might reveal genetic information about the employee. There are obvious precautions that an employer should take to comply.

Amtrak faces equal pay suit

02/28/2011
The EEOC is suing Amtrak for pay discrimination and retaliation, following allegations by a female HR manager at Philadelphia’s 30th Street Station that the railroad underpaid her because she is a woman. She also claims Amtrak started excluding her from important meetings after she complained.

Ignoring complaints: Bad strategy likely to backfire

02/28/2011
Think if someone complains to HR and you just kick it up the chain of command, the problem will just take care of itself? Think again.

Certain you had a good reason for firing? Don’t agonize over decision–or fear a bias suit

02/28/2011

Do you live in fear of being sued for discrimination? Don’t let it compromise your legitimate decisions. If you’re confident that you have good reasons to fire someone, don’t worry about whom you hire to replace that employee. Even if the replacement is outside the fired employee’s protected class, she probably won’t be able to successfully sue you.

No adverse action? Then don’t fear constructive discharge

02/28/2011

Employees sometimes quit and claim they had no choice because work conditions were so terrible. Sometimes, they sue. In most such cases—the argument is called “constructive discharge”—courts side with employers, provided there’s no evidence the employee suffered an adverse employment action such as a transfer, demotion or pay cut.