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Discrimination / Harassment

Don’t tell supervisors to expect subordinate bigotry

09/03/2008

Here’s a way to create management problems and encourage potential lawsuits: Just tell minority managers and supervisors that they can expect their subordinates to harass them and ignore directives because of prejudice in the ranks.  The correct approach: Have a solid anti-harassment policy in place and enforce it …

Supreme Court’s tight Ledbetter filing deadline begins to slip

09/03/2008

When the U.S. Supreme Court decided the Lilly Ledbetter case in 2007, employers were thrilled. The court ruled that employees have to move fast after being denied a promotion or experiencing some other allegedly discriminatory act. Otherwise, they lose the right to sue for sex discrimination. But now, that tight deadline is beginning to slip as federal trial courts look for ways to give employees their day in court …

Document deficiencies, don’t fret over false accusations

09/03/2008

Some employees—confronted with their own shortcomings—insist on deflecting blame. Perhaps they try to argue that so-and-so—who doesn’t belong to the same protected class—always gets away with the same poor work and conduct that they’re being criticized for. If you truly believe there is no merit to such an employee’s allegations, you probably don’t need to sweat it …

Manager’s racist comment may seal the deal on hostile environment

09/03/2008

If you don’t punish it right away, even a single racist comment by a manager can result in an employee filing a racially hostile environment claim. Here’s why: If the employee on the receiving end is also being dealt with harshly by her boss, she can effectively link the comment with the other poor treatment …

Employers under court order can’t count on courts to bypass special master

09/03/2008

If your organization is operating under a strict federal court order to correct past discrimination, be aware of this reality: The federally appointed special master has vast power to decide whether discrimination is still occurring and to fix it. It’s unlikely you will be able to move a current case directly into federal court for a quick dismissal. Your best bet is to develop a close working relationship with the special master …

Madison Square Garden suit hinges on alleged background check bias

09/03/2008

Do criminal background checks lead to bias? The EEOC will have to weigh that question when it investigates discrimination charges filed against Madison Square Garden by Charlene Clarke. Clarke, a black woman from the Bronx, accepted a food worker position at The Garden in September 2007. One month later, the arena withdrew its offer after Clarke’s background check revealed a misdemeanor assault charge …

Keeping Madison Square Garden’s legal team fully employed …

09/03/2008

“The World’s Most Famous Arena” faces a discrimination lawsuit by a suite attendant, Laura Ward, who claims she was denied a prime assignment because of her gender …

Porn on PCs: How far must you go to block it?

09/02/2008
Perhaps because controlling Internet access to pornographic images isn’t technically difficult, and because word tends to get around pretty quickly if a co-worker is showing porn to co-workers, courts now are clamping down more on employers that don’t do enough to make sure the workplace is not a sexual cesspool …

Supreme Court rules CHRA sole state discrimination remedy

09/02/2008

The Texas Supreme Court has ruled that employees who want to sue for most kinds of employment discrimination under Texas state law must use the provisions of the Texas Commission on Human Rights Act. They can’t sue under the Texas Whistleblower Act in an effort to sidestep the CHRA’s rather complex procedures or miss its short filing deadlines …

Prepare layoff rationale before handing out the pink slips

09/02/2008

Sometimes, an employer needs to downsize its workforce for any number of reasons. Whatever the reason, document why you need to cut staff before you announce the layoffs. You don’t necessarily owe every affected employee an explanation—in advance—of why his or her job is being eliminated. But you will need a clear, coherent and rational explanation later if one of the employees sues …