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Discrimination / Harassment

Even if jobs seem quite similar, feel free to use different hiring criteria

10/31/2011
Employers sometimes have several similar jobs that require almost identical skills, certificates or training. But that doesn’t mean that all these positions can’t have different hiring requirements. Just make sure you can justify the differences.

With no explanation for firing, man files reverse-bias lawsuit

10/31/2011
A white man who was fired from his management position at a McKinney manufacturer is suing his former employer for reverse discrimination, claiming he was let go to clear the way for a black employee to take the job.

Innuendo alone doesn’t amount to harassment

10/31/2011
Generally, anti-discrimination laws are designed to punish egregious offenses rather than rude or inconsiderate behavior. That’s good news for employers dealing with isolated, sexually suggestive comments or behavior.

Safety first if alleged sex offender applies

10/31/2011
An employer that knows an applicant has been accused of sexual harassment or abuse can use that as grounds for refusing to hire. That’s true even if the applicant was never found criminally guilty or lost a lawsuit based on the allegations.

Aggressive defense makes short work of litigation

10/31/2011
Never ignore an employee lawsuit, even if you think it is frivolous. In­­stead, prepare to defend yourself as soon as possible. That way, you can push for a quick dismissal if it’s clear the employee has no case.

Faced with allegations boss is biased, investigate ASAP and fire if necessary

10/31/2011
Sometimes an employee who complains that his supervisor is biased is absolutely right. If it turns out that a worker’s accusation of discrimination is true, don’t hesitate to fire the supervisor and move on.

Beware the ever-expanding EEOC harassment lawsuit

10/31/2011
Here’s a worry for employers facing sexual harassment charges: If the EEOC decides to take up the case, it can expand the charges to include employees who never actually complained about the harassment and aren’t even around anymore.

Employee sues under NCEEP? Ask court to throw it out

10/31/2011

When the North Carolina Legislature saw fit to enact the North Carolina Equal Employment Practices Act (NCEEPA), it didn’t go the extra step and authorize individual employee lawsuits to enforce those rights. Instead, the law is just a declaration that discrimination prohibited by federal law also violates public policy.

Good news: EEOC doesn’t have the last word in deciding discrimination cases

10/31/2011

Here’s a bit of good news for employers on the losing end of an EEOC determination that an employee’s discrimination complaint has merit: That determination isn’t the final word—and it doesn’t carry much weight in court. The employee won’t be able to use the determination to prove bias.

Company, man with dreadlocks settle after jury deadlocks

10/31/2011
Lawrence Transportation has reached a settlement with a job applicant whom it refused to hire unless he cut off his dreadlocks. In addition to an undisclosed payment, the company agreed to implement and enforce policies banning religious discrimination and provide anti-­discrimination training to all employees.