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Discrimination / Harassment

N.C. woman has bone to pick with Perdue

06/28/2010

Audrey Sheftall and her granddaughter both applied for jobs at Perdue Farms’ Lewiston facility on the same day. Perdue hired the granddaughter, but not the 66-year-old Sheftall. Sheftall complained to the EEOC that Perdue had discriminated against her because she was no longer—ahem—a spring chicken.

NASCAR’s Mayfield loses N.C. disability challenge

06/28/2010

The North Carolina Persons with Disabilities Act prohibits discrimination against the disabled, but that protection is limited. Consider the following case involving race car driver Jeremy Mayfield:

Keep processes transparent so everyone knows crucial employment milestones

06/28/2010

Typically, employees have just a short period of time to file an EEOC discrimination claim. But what if they don’t know they are being discriminated against? In some circumstances, that may give them much more time to begin a lawsuit. All the more reason to be open about employment decisions—it makes it harder for employees to later claim they didn’t understand their situations.

Invest a little in harassment training upfront to avoid sky-high litigation costs later

06/28/2010

If you do nothing else during training sessions, at least impress upon supervisors and managers the costly mess that can result if they allow any sort of harassment or retaliation in their departments. And remind them that it doesn’t matter if employee complaints fail to stand up in court.

Good job descriptions explain pay differences

06/28/2010

Always prepare accurate job descriptions for each position. That way, if an employee challenges pay differences, you will be ready to show that jobs and duties that sound similar at first blush aren’t really comparable. That can come in handy if an employee claims some form of discrimination based on race or other protected characteristic.

Transfer worker who needs a fresh start

06/28/2010

Sometimes, an employee isn’t a good fit for a particular job assignment and gets frustrated that things aren’t working out. Employers that transfer such an employee with the genuine intent to give her a fresh start elsewhere probably won’t find themselves in legal hot water. That’s true even if the employee had filed an EEOC charge—as long as the new job has similar duties, responsibilities, pay and other benefits.

The NJ Law Against Discrimination and the over-70 exception

06/28/2010

The New Jersey Law Against Discrimination (NJLAD) expresses a clear legislative intent to prohibit discrimination in all aspects of the employment relationship. However, the NJLAD allows employers to refuse to accept for employment or promote anyone over 70 years of age. The law does prohibit firing someone over 70 because of age. This exception was the subject of a recent New Jersey Supreme Court ruling.

Green Brook Township settles race harassment case

06/28/2010
The U.S. Department of Justice has mediated a settlement between a black highway worker and Green Brook Township, ending an EEOC lawsuit that alleged harassment and retaliation.

Abrasive personality can justify termination

06/28/2010

Some employees seem perpetually unable to get along with others. They argue, act insubordinate and generally make life miserable for other employees who are trying to get work done. Don’t hesitate to fire them if they refuse to change their ways.

Firing? Pick a reason and stick with it

06/28/2010

Presumably, when you terminate an employee, you have good reasons for doing so. If you pile on more reasons later, it may look as if you are trying to cover up a discriminatory decision with a host of excuses for why you fired the employee.