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Discrimination / Harassment

Worker complains and then quits: Investigate anyway, to prove what happened

05/31/2013
When you receive a discrimination or harassment complaint, it’s essential to launch an immediate investigation. Even if the employee quits, continue the investigation. That way, in case of a lawsuit, you can show the court you took the complaint seriously.

What can we tell co-workers about a new employee’s sex change and transgender status?

05/30/2013
Q. We recently hired an experienced salesperson. Dur­­ing her orientation, she told HR that she recently underwent a sex change procedure and that she is transgender. A few days later, another employee went to HR and explained that he had known the salesperson in a previous job before her sex change. This employee is clearly uncomfortable and asked for advice on what he can say to the new employee and others on the team about their former working relationship?

Good faith? Judge blasts EEOC conciliation process

05/28/2013
A federal judge in Western Penn­­syl­­vania has chastised the EEOC for not attempting to conciliate discrimination charges in good faith. The criticism stems from a bias complaint the EEOC investigated against a group of six Ruby Tuesday restaurants.

Remember: Contract workers are eligible to sue you, too

05/28/2013
Here’s a reminder that you need to document disciplinary and workplace problems for temporary contract employees, too. It doesn’t matter that they know they only have a job for a set period of time.

Document all internal bias complaints to head off possible retaliation lawsuits

05/28/2013
Employees who go to HR or the EEOC with a discrimination complaint engage in what’s called protected activity. Even if their claims don’t pan out, they can’t be punished for complaining in the first place. That’s retaliation and can form the basis of a lawsuit on its own, even if there was no underlying discrimination.

OK to vary pay–as long as there’s no sex bias

05/28/2013
Employees are supposed to receive the same compensation for the same work regardless of sex. But that doesn’t mean you can’t pay some men more than some women, even if it’s crystal clear that they’re doing the exact same job. That’s because the Equal Pay Act allows for differences that can be accounted for by any factor other than sex.

Extra breaks for prayers? How to respond

05/28/2013
PROBLEM: A Muslim employee asks for quick breaks to pray several times during the workday. You decide this won’t affect the department’s productivity. But other employees complain that it’s not fair that one employee gets extra breaks. How to respond?

Feds file first lawsuit over new genetic-bias law

05/27/2013
The EEOC recently brought and settled its first lawsuit alleging employer misuse of a person’s genetic information. This was made illegal under the 2009 Genetic Information Nondiscrimination Act.

Manager ‘smirks’ about employee’s situation? That’s not enough to justify a lawsuit

05/20/2013
Here’s some good news: An employee’s interpretation of a manager’s facial expressions isn’t enough for a successful lawsuit. A smirk isn’t evidence.

Workers treated ‘like property’: EEOC wins largest-ever jury verdict

05/17/2013
An Iowa jury has awarded 32 men with intellectual disabilities the largest verdict in EEOC history—$240 million for 20 years of disability discrimination and abuse.