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Louisiana

Investigate every claim of sexual harassment

09/04/2019

With the rise of the #MeToo movement, many employers worry that alleged victims will falsely accuse someone of sexual harassment. It’s a realistic fear, but you should never use that as an excuse not to investigate sexual harassment complaints when they surface.

Quick action following harassment claim is essential

08/01/2019

When an alleged sexual harasser is a co-worker, employers must take immediate action to investigate. That investigation must be designed to stop any ongoing harassment and prevent future harassment. That means following up with the victim.

Note exact date you informed employees they would be losing their jobs

08/01/2019

Former employees generally have just 300 days to file an EEOC discrimination complaint, and the clock starts ticking on the last date discrimination occurred. But in the case of an announced termination, the crucial date is when the employee learned she was going to lose her job.

Nip harassing speech in the bud to protect against hostile work environment liability

07/02/2019

Not every sexual comment at work is enough to create a hostile environment. If, for example, the target of harassing speech complains and the employer steps up to stop further comments, there are no grounds for a lawsuit. Here’s how that played out in a recent case.

Beware snarky anti-nationality comments

07/02/2019

When supervisors make snide comments about an employee’s ethnicity and then demote or otherwise change that employee’s working conditions, those comments may be considered evidence of bias.

Court: Sexual orientation bias isn’t sex bias

05/31/2019

In a case with an unusual twist, a federal appeals court has ruled that Title VII’s prohibition against sex discrimination doesn’t extend to discrimination based on sexual orientation.

Counter employee perception of unfairness by offering the facts of what really happened

05/06/2019

Some employees are suspicious that their co-workers might be getting workplace advantages that they’re missing out on. Fortunately, courts require feelings to be backed up by cold, hard facts showing discrimination.

Avoid preconceptions about what disabled employees can and cannot do

04/16/2019

Stick to the tasks you’ve identified as essential. Don’t change the list of essential job functions based on what you think you know about the disability.

Reasonable accommodation offered and refused? You have met your ADA obligations

04/16/2019

If it’s clear there’s no reasonable accommodation that will allow the worker to perform his present job, then the employer is free to offer another position he can perform, even if it pays less. If the worker refuses the offer, then he has ended the interactive process.

Warning letter doesn’t count as retaliation

04/15/2019

Retaliation must include an adverse employment action such as termination, demotion or some other substantial and negative action like transfer to an undesirable shift. A mere letter of warning doesn’t rise to the required level of adversity.