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Articles Posted in Discrimination and Unlawful Harassment
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Watching porn at work doesn’t necessarily create a hostile work environment for others.
Is this prurient blog title a convenient excuse to play a J. Geils Band tune on the blog? Maybe. But, still I’ll toss in a side of HR-compliance. Continue reading
Does the ADA protect an individual who uses prescription drugs to battle addiction to illegal drugs?
As the U.S. Equal Employment Opportunity Commission’s fiscal year comes to a close, the agency has filed a slew of discrimination lawsuits. One that caught my eye involves an employer that allegedly rescinded an offer of employment once it found out that the individual was using prescription drugs to treat his prior heroin addiction.
Wait a minute! Can’t you terminate someone who has abused drugs? Continue reading
The power of diversity, dignity, and respect over discrimination #MondayMotivation
Oh, do I have some Monday Motivation for you! Continue reading
Company’s You Show, You Go Policy violates pregnancy discrimination law, says EEOC
If what the EEOC alleges in this lawsuit is true, then this employer is stupider than stupid-stupid. Continue reading
How much leave from work is unreasonable under the ADA? [SPOILER ALERT: Not much]
That’s because, last week, a federal appellate court held that long-term medical leave is not a reasonable accommodation under the Americans with Disabilities Act. Continue reading
No, President Trump, NFL owners cannot legally fire players that #TakeTheKnee
And it has nothing to do with the First Amendment and freedom of speech. Continue reading
Is the EEOC going “wishy-washy” on LGBT rights at work?
The U.S. Equal Employment Opportunity Commission believes that discrimination based on LGBT status amounts to sex discrimination. Sex discrimination is unlawful under Title VII of the Civil Rights Act of 1964.
However, some recent comments imply that the EEOC’s position on LGBT rights at work may change.
Like, how about a full 180? Continue reading
3 complaints and an investigation with discipline, how could an employer not know about possible harassment?!?
I’m not sure what kind of evidence a federal jury was expecting when it concluded that two plaintiff-intervenors (i.e., the alleged victims of sexual harassment on whose behalf the EEOC pursued claims) did not do enough to notify the employer-defendant about possible harassment in the workplace.
And neither did a federal judge when he concluded that a federal jury plainly overlooked evidence that the employer-defendant should have known about possible sexual harassment.