The EEOC approved a new National Enforcement Plan last week, and for the first time in recent memory ever, the agency has put DEI programs, religious accommodations, and national origin bias against American workers on the same priority list.
The city’s civil-service commission told it to follow its own hiring policies. It didn’t. It still won.
A teacher gets twice the students, a warning for observing a religious holiday, and a misconduct investigation after venting on a union Facebook page. She loses every claim.
COVID-era telework was an emergency exception. Courts aren’t treating it as a permanent rewrite of job requirements.
Sometimes the facts supporting a religious accommodation denial are so strong that skipping the accommodation process doesn’t sink you. This healthcare employer found that out — and the 9th Circuit’s reasoning tells you exactly why.
According to the EEOC, an employee complained about six months of sexual harassment. Her employer allegedly did nothing. So she went to court, got a protective order against the harasser, handed a copy to HR, and was fired the next day. The harasser kept his job.
The EEO-1 filing requirement has existed since 1966. It may not exist much longer. Continue reading
The court called it “repugnant and racially hostile.” It still wasn’t enough. A recent appellate decision affirming summary judgment for the employer on a hostile work environment claim is a useful reminder of how high the severe-or-pervasive bar actually is.
The bar for a hostile work environment claim is “extremely high.” A White correctional officer just found out how high.
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