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Discrimination / Harassment

Graphic designer alleges sexual orientation bias

09/17/2012
A former graphic designer for Corporate Graphics Commercial is suing the Mankato company, claiming he was fired for reporting anti-gay harassment by co-workers.

Bosses may be personally liable for harassment

09/17/2012
If you are a public employer committed to discouraging sexual har­­assment, make sure your supervisory training covers the topic. In particular, ensure that supervisors know they aren’t immune from liability if they harass a subordinate.

Client gaffe doesn’t create employer liability

09/17/2012

Sometimes, customers or clients make inappropriate remarks. How managers respond to those comments is important. Put on the spot, they may be at a loss for words. That may not be ideal, but it isn’t enough to create liability for the employer.

6th Circuit weighs in: What makes a bias complaint protected?

09/13/2012
Employees who complain about alleged discrimination are protected from punishment under the so-called opposition clause of Title VII. Not every vague allegation, however, amounts to opposition.

Harassment investigation costs Butler County $45K

09/13/2012
Butler County taxpayers now know that hell hath no fury like a court reporter scorned. When a nine-year affair between Judge Michael Sage and court reporter Jennifer Olivier ended, the strain was felt throughout the courthouse.

Prompt investigation cuts co-worker harassment liability

09/13/2012
Employers that promptly investigate sexual harassment claims aren’t liable for co-worker harassment.

If your new hire can’t physically perform the job, feel free to terminate

09/13/2012
Sometimes, a female applicant believes that she has the skills and ability to do a very strenuous job even if she hasn’t tried before. Go ahead and give her a chance, knowing that if it doesn’t work out, you can terminate her. Just make sure you document everything.

Fired for insisting on legal compliance, HR pro will get his day in court

09/13/2012
Here’s some encouragement for HR professionals caught in a seemingly no-win situation. If you are fired for insisting that the company comply with anti-discrimination laws, you probably can sue.

Beware lawsuits when top brass spouts bias

09/13/2012
When those at the top of the organizational chart make racist and other offensive comments, trouble is sure to follow. Not only do slurs often bring negative publicity, but they also taint otherwise independent employment decisions.

HR suspects discrimination? Lawsuit just got stronger

09/10/2012
An employee must levy very specific allegations for a bias complaint to become protected activity—unless HR already suspects discrimination.