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Discrimination / Harassment

Words no supervisors should ever utter: ‘troublemaker’ and ‘get rid of’

05/11/2010
There is no good reason for any manager or executive to ever use the term “troublemaker” or the phrase “get rid of” in the workplace. No matter whom the comments are directed at, they can easily be interpreted as an excuse for some form of discrimination.

Counter retaliation claims by accurately documenting every employee complaint

05/11/2010

Employees who complain about alleged discrimination are protected from retaliation. But that doesn’t mean it’s protected activity every time someone calls HR to discuss what they think might be discrimination. In order to be protected against retaliation, the employee has to make clear that he opposed an “unlawful employment practice.”

Warn bosses: Think before you speak

05/11/2010

Lots can happen between the time words leave a manager’s lips and when they reach an employee’s ears. Simple comments may be misinterpreted as insults or, worse, evidence of discrimination. That’s especially true with language that might reflect age bias. Older employees may be far more sensitive to age-related language than their younger co-workers, managers and supervisors.

Offer training to those who aren’t promoted

05/11/2010
Your best employees are probably eager for promotions. But when only one slot is open, promotions often leave several well-qualified candidates disappointed. To keep disappointment from leading to lawsuits, consider offering career coaching for those employees who didn’t make the cut.

Former exec says Goldman Sachs put her on the ‘mommy track’

05/11/2010

Goldman Sachs is getting sued a lot these days … and not just by the SEC. Charlotte Hanna claims the embattled investment bank marginalized her after she had two children, effectively barring her from returning to full-time work as a vice president. In a lawsuit charging violations of the Pregnancy Discrimination Act and the FMLA, Hanna says taking the bank’s offer of an “off ramp” for executives who wanted to have children derailed her career.

At L.I. strip club, was it discrimination or accommodation?

05/11/2010
The EEOC has taken up the case of a bartender at Long Island’s Casino Royale gentlemen’s club who claims she was demoted after her boss learned she was pregnant.

Beer vendor, 85, cries foul, but court says Aramark was fair

05/11/2010

Mildred Block had a fine run at Shea Stadium, staffing a lucrative beer stand in a prime location near the right-field cheap seats during Mets games. She averaged $40 per night in tips. The 85-year-old Block had worked the stand for nearly 20 years. But then late in the 2008 season, concession operator Aramark sent Block down to the equivalent of the minor leagues: a booth where she pockets far fewer tips.

Bias unlikely if new worker is same race as former employee

05/11/2010
Employees who allege they were terminated because they belong to a protected class will have a tough time winning the lawsuit if their replacement belongs to the same class—at least when the new hire comes on board before the terminated employee files her EEOC complaint or lawsuit.

Tell supervisors and executives: Keep anger to yourself when employee files lawsuit

05/11/2010

Supervisors often get angry when a subordinate files a lawsuit. Sometimes that anger is justified, but supervisors should be careful how and where they vent. The outcome of the lawsuit may depend on how supervisors handle their outrage about being sued. For example, calling a press conference and attacking the employee for suing may not be the most constructive approach.

Limit hostile environment liability by getting to the bottom of every harassment complaint

05/11/2010

It’s up to employers to make sure their workplaces are free of racial harassment. Watch out if you’re not willing to do everything in your power to prevent a racially hostile environment. Courts simply won’t tolerate it. In many cases, it takes only two incidents of harassment for a judge or jury to conclude that a workplace is hostile. That low threshold makes it essential for HR to follow up on every harassment complaint.