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Discrimination / Harassment

No need to investigate harassment complaints clearly not covered by anti-discrimination laws

06/28/2012
Here’s a reminder for harried and overworked HR professionals: Even if your anti-harassment policy states that you will investigate all harassment complaints, you don’t have to drop everything to chase down clearly meritless allegations.

Management commits gross bias error? Fast action can stop employee’s lawsuit

06/28/2012

Sometimes, supervisors make dumb mistakes—for example, telling an employee that she won’t be transferred to another office because the people there don’t like co-workers of her ethnicity. If you learn of such bone-headedness, fix the problem fast.

Pennsylvanians filed slightly fewer EEOC charges in 2011

06/28/2012
Pennsylvanians filed 4,302 EEOC discrimination and retaliation complaints in fiscal year 2011—406 fewer than in 2010 but still up sharply from the 3,448 complaints filed in 2009.

Warn bosses: Don’t discuss bias complaints

06/28/2012

When employees face discipline (or fear they might be punished soon), they’ll often file a preemptive EEOC complaint. Then, when discipline comes down, they argue that it was in retaliation for complaining. To make such a case, an employee must show that the people involved in the discipline knew about the complaint. If they didn’t, there can be no retaliation.

Act fast on racist talk, before it poisons work

06/28/2012
Employers usually won’t lose a law­­suit over just one racially hostile incident unless it’s particularly severe. But it’s a spectacularly bad idea to ignore that first incident. Do your organization a favor: Crack down ASAP as soon as you learn of workplace racism.

Courts want details–even from pro se litigants

06/27/2012

When employees represent themselves in court, their court documents are often woefully short on specifics. More courts are getting aggressive, quickly tossing out these pro se cases. That’s good news for employers.

EEOC closes complaint? The countdown begins

06/27/2012
When the EEOC closes a case and sends the employee a right-to-sue letter, the employee has just 90 days to file a federal lawsuit. The clock starts ticking the day he receives the letter.

Court: EEOC paperwork foul-up doesn’t cancel right to sue under N.C. law

06/27/2012
It’s usually enough for an employee to file a complaint with the EEOC, which is supposed to forward the case to the appropriate North Carolina state agency. But what happens if the EEOC never forwards the complaint?

Set clear, easy-to-use processes so employees know about all promotion opportunities

06/27/2012

If you don’t regularly post your job openings and promotion opportunities, you are asking for trouble. Here’s why: Applicants and employees can sue if they believe they missed out on an opportunity—even if they never applied. That litigation blindside may force you to justify your hiring and promotion decisions long after you made them. And if you didn’t keep careful records, you may be in trouble.

N.C. EEOC discrimination charges declined in 2011

06/27/2012
North Carolina employees are doing more than their share to keep the EEOC busy, filing more discrimination complaints per capita than the national average. Even so, North Carolina filings fell last year after spiking upward in 2010.