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The Employer Handbook Blog
Articles Posted in Discrimination and Unlawful Harassment
Bank VP’s Facebook rant that Trump can “buy” and “sell” the Obamas didn’t end well, you guys.
The good news for this employee is that her viral Facebook post earned her an award.
The bad news is that the “award” was “Racist of the Week.”
The ugly news — well, other than the post itself — was that the employee lost her job and likely impaired her ability to find similar employment anytime soon.
Before you hit the reset button on all those changes you made for the DOL Overtime Rules…
Did you have a nice Thanksgiving holiday?
How many of you gave thanks to that federal court in Texas for entering a nationwide injunction on the DOL overtime rules?
The EEOC has a brand new HR-compliance resource on national origin discrimination
Sorry about missing yesterday. I was recovering from a nose bleed and some hurt feelings.
I have freebie for you today to make up for it. Then again, every day is a freebie. Continue reading
Company tried to “sprinkle a little salt” on its worksite; pays $50K to the EEOC.
Are you guys old enough to remember that old NFL Films Dial ‘M’ For Moron bit? What can I say? I’m a sucker for the classics.
Well, it’s all I could think of after reading this EEOC press release, highlighting a recent race discrimination and retaliation action against a car dealership because it did the equivalent of Dial ‘M’ For Moron.
Could ‘mansplaining’ create a gender-bias claim? It’s direct evidence of it says one court!
Are your company’s anti-bullying measures working? I’d like to hear from you.
My 2 cents on President-Elect Trump’s impact on HR-compliance in 2017. (Literally, worth 2 cents)
I’ll open this post with a haiku. Because, I feel like we could all use a haiku.
President-Elect
For HR, what will he do?
Not a stinkin’ clue!
PA federal court turns the page and protects gay workers from discrimination
In 2001, the Third Circuit Court of Appeals decided Bibby v. Philadelphia Coca Cola Bottling Co. In Bibby, the Third Circuit could not have been clearer about whether federal anti-discrimination law made LGBT bias at work unlawful.
“Title VII does not prohibit discrimination based on sexual orientation. Congress has repeatedly rejected legislation that would have extended Title VII to cover sexual orientation.”
That’s binding precedent on all lower federal courts in Pennsylvania.
Except, on Friday, Judge Cathy Bissoon from the United States District Court for the Western District of Pennsylvania concluded EEOC v. Scott Medical (opinion here) that Bibby is questionable, outdated jurisprudence.