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Discrimination / Harassment

Rest easier tonight! You can’t be held personally liable for Title VII violations

07/24/2009

It’s tough being an HR professional during the worst recession in memory. Every day, you have to make tough decisions about pay, hours, layoffs. At least there’s good news from one North Carolina court: HR pros aren’t personally liable under Title VII for any mistake they might make while carrying out their job responsibilities.

Train front-desk workers what to do with legal papers

07/24/2009

It happens all the time: An employee sues and the papers show up at the front desk. Unless the employee on duty knows what to do with legal documents, you may lose valuable time preparing a response. Make sure everyone knows exactly where to send legal paperwork.

Keep digging: EEOC complaint might not tell the whole story

07/24/2009

When you receive an EEOC complaint, investigate what other claims the employee, applicant or former employee could potentially bring. Courts have been granting more latitude to throw additional accusations into EEOC complaints after the fact.

Fight harassment with ‘no sex talk’ policy

07/20/2009

For years, employers have grappled with what sexual harassment is and what it isn’t. Lost in the debate is the fact that a workplace is just that—a place where work is supposed to be done. Here’s a good way to end the arguments about what is sexual harassment and prevent potential problems down the line: Implement a policy that clearly bans sexual banter.

Disabled employees don’t find United’s skies too friendly

07/20/2009

The EEOC has sued Chicago-based United Airlines for disability discrimination on behalf of disabled employees.

You don’t have to be a mind reader! Make employees follow promotion procedures

07/20/2009

Employees who want promotions or transfers have to request them using whatever method the employer sets. They can’t just casually express their desire for the job.

What would you do? Employee claims harassment but won’t identify alleged culprit

07/20/2009

Occasionally, employees work up the nerve to complain about sexual harassment only to get cold feet about pressing their complaints. What should you do if an employee complains, but then just asks for a transfer instead of identifying the alleged harasser? That’s the situation one employer recently faced.

Rockford firm settles race bias suit for $630,000

07/20/2009

Rockford, Ill.-based Area Erectors Inc., has agreed to settle a class-action lawsuit brought by 23 workers who alleged racial discrimination. According to the EEOC, the company laid off black workers while keeping equally qualified and tenured white workers.

How far can our company go in prohibiting employees from smoking?

07/20/2009

Q. We are committed to providing a healthy and safe environment for our workforce. To that end, we strictly prohibit smoking on company property. Can we also prohibit employees from smoking during their lunch breaks and outside of work?

There’s a big difference between ‘unfair’ and illegal

07/20/2009

Every employer’s goal should be to manage employees in a manner that’s blind to race, sex, age and disability. That doesn’t always happen. But it’s important to realize that it’s only when unfairness harms members of a protected class that the practice is illegal.