Last week, I wrote (here) about a white college professor who successfully alleged that his employer subjected him to a hostile work environment, at least, in part, because of particular training and conferences he attended about racism. Continue reading
Wait a minute, Eric! Weren’t you just telling us that anti-harassment training is part of the backbone of a compliant workplace?
I did. But, occasionally, employers can step over the line. Continue reading
Folks, I did not have EEOC Commissioner Andrea Lucas giving billionaire Mark Cuban a public antidiscrimination lesson on my Bingo board.
But, as I was scrolling through X on Monday, here is what I saw:
On Sunday, Mr. Cuban, of Shark Tank fame, the former principal owner of the NBA’s Dallas Mavericks, and a proponent of DEI policies, tweeted that he’s “never hired anyone based exclusively on race, gender, religion.”
As part of its current Strategic Plan, the U.S. Equal Employment Opportunity Commission aims to raise awareness of employment discrimination laws and ensure that individuals know their corresponding rights and responsibilities. Meanwhile, the EEOC’s Strategic Enforcement Plan for Fiscal Years 2024-2028 (SEP) prioritizes protecting vulnerable workers from employment discrimination.
On Monday, the EEOC announced a new outreach initiative to further those efforts.
Last night, I went shopping on Amazon for a new stool. Continue reading
Notice anything potentially unlawful here? Continue reading
I won’t bury the lede, which I’ll quote from the Fourth Circuit decision I read last night. Continue reading
A federal law called the Equal Pay Act requires that men and women in the same workplace receive equal pay for equal work. The jobs need not be identical, but they must be substantially equal.
While women often seek relief under this statute, a state government agency learned the hard way that “equal pay for equal work” applies to underpaid men, too. Continue reading
Remember that AT&T ad campaign a few years ago where the mobile network provider touted how cell phone users should not have to settle for mediocre phone service?
In the workplace, however, “just ok” may be good enough when responding to employee complaints of harassment.
Hey, I’m not saying employers should aspire for “just ok,” but it can defeat a sexual harassment lawsuit.
The Employer Handbook Blog
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