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Discrimination / Harassment

Ledbetter law doesn’t apply to state pay claims

10/05/2012
Under the federal Lilly Ledbetter Fair Pay Act of 2009, employees who believe their paychecks reflect a discriminatory pay decision made years or even decades ago can still sue. But that principle doesn’t apply if an employee pursues a state pay discrimination claim under the Texas Commission on Human Rights Act.

Employee wouldn’t dance to Bojangle’s manager’s tune

10/02/2012
A Greensboro-area Bojangle’s restaurant has agreed to pay $33,426 to a former female employee after she was harassed, retaliated against and fired for refusing her manager’s advances.

EEOC cracks down on owner at Lexington’s Silver Diner

10/02/2012
Lexington’s Silver Diner faces an EEOC lawsuit alleging sexual harassment and retaliation against a former employee.

Know GINA rules on liability, EEOC prerequisites

10/02/2012
Good news for employers and supervisors worried about whether the Genetic Information Non­dis­­crimi­­na­tion Act expands individual liability and allows employees direct access to court. The answer is no.

Not every work problem amounts to discrimination

10/02/2012
Life can be unfair and the workplace is no exception. Sadly, employers can’t stamp out all unfairness.

Does North Carolina law protect workplace interracial relationships? Federal court punts

10/02/2012
A federal court has sidestepped the question of whether workplace discrimination based on participation in an interracial relationship is illegal under the North Carolina Equal Employment Practices Act.

Clear policy, training: Your best defenses against co-worker harassment lawsuits

10/02/2012
Is your sexual harassment policy up-to-date? If it has been gathering dust and is largely ignored, you are creating possible co-worker sexual harassment liability.

Burke County boss didn’t know racial slurs offended

10/02/2012
A supervisor for the Burke County De­­partment of Social Services claims she did not know that calling black people bigoted names would offend them—and might even lead to a federal lawsuit. The U.S. Department of Jus­­tice has set her straight on this score.

Same offense, same discipline? Not necessarily

10/01/2012

You’re probably aware that, generally, you should issue the same discipline to everyone who breaks the same rule. But that isn’t always the case. As long as you can explain why one employee deserved harsher punishment, a judge probably won’t second-guess you.

Got a hugger on your hands? Prepare to wrap your arms around a lawsuit

09/28/2012

Having a good sexual harassment policy in place doesn’t mean much if your supervisors ignore it. Take, for example, a supervisor who we might call “touchy-feely.” He greets employees with a hug. He may kiss them on the cheek or pat them on the back. That may escalate into a sexually hostile work environment.