Restaurant settles same-sex harassment charges for $27,500

Achiote Restaurant in San Ysidro will pay $27,500 to settle an EEOC sexual harassment case that arose when young men working at the restaurant complained about a male manager secretly videotaping them in the bathroom.

Cal coach criticized for slow response to sexual harassment

The University of California-Berkeley has promised to look more closely into charges its head basketball coach Cuonzo Martin moved too slowly to inform university officials that assistant coach Yann Hufnagel had sexually harassed a female reporter covering the team.

Transfer won't be considered adverse if duties don't substantially change

Want to transfer an employee to give her a fresh start after settling an informal complaint? As long as her job remains essentially the same and the position isn’t radically different, such a move probably won’t be viewed as retaliation or another instance of discrimination.

Lawyer hoped for Philly, had to settle for Harrisburg

Some federal courts may be perceived as more favorable to employees because of the demographic pool from which they draw jurors.

Lawler Foods to pay $1M to settle race bias charges

Houston-based Lawler Foods will pay $1,042,000 to settle charges it discriminated against applicants who aren’t of Hispanic origin. Three black applicants filed discrimination charges after Lawler refused to hire them.

EEOC sues Murphy Oil for ADA violations


Murphy Oil Corp., the San Antonio company that operates Murphy USA gas stations typically located in Walmart parking lots in over 20 states, violated federal law by firing a store manager because of his disability, the EEOC charges in a lawsuit filed in May.

Ensure similar infractions are similarly punished

Make sure that you punish similar transgressions fairly and equally. That’s especially true for serious rules violations. A pattern of punishing one protected class more severely than another is sure to lead to litigation.

For federal employees, complaint clock starts ticking on date of adverse decision

Federal employees have just 45 days after a discriminatory act or decision to file an internal complaint.

Excluding women isn't an acceptable sexual harassment-prevention strategy

Employers are obligated to provide a work environment free of sexual harassment. They can’t satisfy that responsibility by segregating the workforce by gender, even if doing so would certainly prevent harassment.

No matter how unlikely the allegations, always investigate reverse sex discrimination

Here’s a reminder that it’s not just women who can allege sex discrimination and a hostile work environment. Men can, too, under the right circumstances.

After harassment, be careful who you transfer

If you fear for an employee’s safety after he has complained about a hostile work environment, think twice before transferring him instead of the person or people who are the source of the hostility.

Three cases form basis of EEOC's stance on transgender bias

On May 9, North Carolina sued the U.S. Department of Justice to stop the federal government from ordering the state to set aside its Public Facilities Privacy and Security Act—the so-called transgender bathroom bill.

EEOC: Discrimination based on transgender status is unlawful

State and federal laws, as well as EEOC enforcement actions, provide increasingly clear guidance for employers on how to address the rights of transgender employees.

Somalis allege retaliation for discussing work conditions

A group of Somali school bus drivers in Minneapolis claim they were fired after they started a group to discuss discrimination and working conditions.

Police officers' age bias case reinstated

A Minnesota appeals court has given the go-ahead for an age discrimination lawsuit filed by three police officers against the city of Richfield to proceed to trial.
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