'Our customers don't think that should be a man's job'

The EEOC filed suit on behalf of a male ultrasound technician whose clients requested a female technician.

Accommodate religion during onboarding

Everyone knows it’s illegal to discriminate based on religion when hiring, and that employers must reasonably accommodate religious practices once employees begin working. Not as well-known is the need for religious accommodation during onboarding.

Tell managers: No comments of any kind about discrimination complaints

The risk: Even if a complaint gets tossed out, employees could have a valid retaliation claim.

Your best protection against bias lawsuits: Let he who hired be the one who fires

If the manager has moved on, all is not lost. You can still argue that the worker was hired knowing his status and that it makes no sense to then have fired him for that characteristic.

Isolated incidents don't add up to harassment

Courts don’t expect workplaces to be perfectly harmonious, without any hint of harassment. As long as the behavior doesn’t repeat or become progressively worse, courts generally hesitate to intervene.

Lawsuit targets Bloomberg--the business and former mayor

A former salesperson for the Bloomberg media empire has filed a hostile work environment lawsuit against the company, her former boss and the company’s owner, former New York Mayor Michael Bloomberg.

Employee's safety may be legitimate reason to end employment contract

Sometimes, it becomes clear that safety concerns require an employer to move a worker and even terminate him if it isn’t possible to offer a different, safer position.

It's easier for employees to win hostile environment lawsuits in NYC

Under federal law, to prove he had to endure a hostile environment, a worker has to prove the hostility was severe or pervasive. That’s not the case under New York City’s Human Relations Law.

Provide several ways to report harassment--and make sure one of them works

Employers sometimes think more is better when it comes to administering their harassment policies. Unfortunately, providing lots of options doesn’t always help.

2 isolated incidents don't add up to hostile environment

A federal judge in Houston has dismissed a racial discrimination and retaliation claim filed by a man working for Noble Drilling.

EEOC alleges race bias at Houston manufacturer

Downhole Technology, a Houston manufacturer of fracking equipment, faces charges it failed to address a racial discrimination complaint and then retaliated against the employee who complained.

Warn supervisors they may be personally liable

Remind bosses that, along with the organization, they can be personally sued for sexual harassment. Plus, sometimes the employer may be found not liable, but the supervisor is.

High school coach's suit alleges bias in Beaumont, Texas

A former teacher and multi-sport coach claims a former principal and assistant superintendent discriminated against him and persistently sought his resignation.

Harassment charge triggers Philly charter school audit

Aspira, a company that operates five Philadelphia charter schools, faces an inquiry from Pennsylvania’s Auditor General after it paid $350,000 to settle sexual harassment charges against its CEO.

The best way to stop age bias claims: Prove employee was terminated for cause

Employers should always document exactly why they terminated an older employee, even if he or she was replaced by a much younger worker.
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