Discrimination / Harassment

Settlement in Central Valley, Calif. harassment, retaliation case

01/30/2017

South County Support Services and its sister company, Southwest Transportation Agency, have agreed to settle EEOC sexual harassment and retaliation charges leveled by a former employee.

Carefully track exactly who applies for jobs

01/30/2017

If you advertise job openings and someone does not apply, they’re going to have a hard time proving that you discriminated against them.

Court: Schedule change can be an adverse action

01/26/2017

Something like a schedule change that really affects an employee can be seen by a court as serious enough to warrant litigation.

2016 EEOC charges rose in all major categories

01/26/2017

The EEOC handled 91,503 charges of workplace discrimination in fiscal year 2016, a 2.4% increase overall.

Republican group urges Trump: Keep LGBT protections for contractors

01/24/2017

The Log Cabin Republicans, an advocacy group for lesbian, gay, bisexual and transgender conservatives, has appealed to the Trump administration.

Jury sides with Richmond, Minn. cops in age bias case

01/23/2017

A Hennepin County, Minn. jury has awarded two Richmond police officers $125,000 after determining that the city discriminated against them because of their age.

Ameriprise settles charges of racially biased pay practices

01/23/2017

Minneapolis-based Ameriprise Financial has agreed to pay $128,200 in back wages and interest to 20 black current and former employees to settle federal discrimination charges.

Is drama about dress really worth a lawsuit?

01/19/2017

If you fire someone because the way she dresses causes drama in the workplace, you may face a sex discrimination and harassment claim.

Don’t let ‘harassment’ turn into unemployment claim

01/19/2017

An employee who claims her employer didn’t stop harassment could quit and file for unemployment compensation benefits.

New EEOC guidance emphasizes hostile environment harassment

01/18/2017

Doubling down on last summer’s report by the EEOC Select Task Force on the Study of Harassment in the Workplace, the guidance calls harassment a persistent work problem.