Discrimination and Unlawful Harassment

Judge slashes jury award for black plaintiff called the “N”-word — by her black boss

January 7, 2014 | by Eric B. Meyer

Back in September, 2013, I blogged here about a NY jury finding that a black plaintiff called the n-word — by her black boss — had been subjected to race discrimination.

Actually, her boss called her the n-word eight times!

“Well, ladies and gentlemen of the jury, that’s 103 fewer times than the ‘N’-word was used in Django Unchained,” is what the defense’s closing argument sounded like, I imagine.

EEOC thrashes Scientologist employer that allegedly made workers scream at ashtrays

January 6, 2014 | by Eric B. Meyer

I’ll be the first to admit that I don’t know much about Scientology.

Why, my Scientology acumen could fill a thimble. Basically, I know that Tom Cruise is a Scientologist and Katie Holmes was a Scientologist; but, not anymore. Anything else comes from my favorite gossip blog, The Superficial, which is barely, if at all, safe for work.

(Although, I can guarantee you that if you search that blog for the word “Scientology,” the results will be anything but).

The most clicked, hella-best HR-compliance updates from 2013!!!

December 30, 2013 | by Eric B. Meyer

Ah, it was a good year at the ole Handbook.

Total web traffic was up over fifty percent from 2012. And average time per visit was down over 20%, which is fine by me. I pad my important stats, while discouraging loitering.

And we got our first visitor from Uzbekistan. And the fifth most common search phrase that brought visitors to the site was “Kenny Powers.”

PA Gov. Corbett announces support for ban on LGBT workplace discrimination

December 19, 2013 | by Eric B. Meyer

Over the Summer, I reported here that about companion Pennsylvania bills introduced in the House and Senate that would outlaw both sexual orientation and gender identity discrimination in the workplace.

Each bill had bipartisan support, but it was unclear how Governor Corbett (R) would act if a bill was placed on his desk for his signature.

* * *

Telling an employee her “big fat ass needs to concentrate on losing weight” is not discrimination

December 17, 2013 | by Eric B. Meyer

Let’s talk (alleged) big butts and discrimination after the jump…

(Sir Mix-a-Lot is gonna be feelin’ this post).

FACT OR FICTION: Employers may discriminate based on family status

December 11, 2013 | by Eric B. Meyer

That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”

Yesterday, I read this opinion about a white man who claimed that he lost out on a middle school boys basketball coaching job because the school didn’t like the fact that he was married to an Asian ethnic Chinese woman and they have seven mixed race children.

The plaintiff claimed that the school violated Title VII of the Civil Rights Act of 1964. The school filed a motion to dismiss, claiming that the man could not state a claim under Title VII. The school prevailed because, well, I’ll let the court tell you:

Must an employer ask if a disability is causing poor job performance?

December 9, 2013 | by Eric B. Meyer

You’ve got an employee with performance issues. Big time! Initially, rather than fire her, you make fun of her behind her back put her on a series of performance improvement plans. But, that doesn’t result in — oh, what’s the word I’m looking for? — improvement.

So, you fire her.

Ah, but here’s the little wrinkle for today’s post. The poor performer experienced frequent migraine headaches and struggled with pain and other symptoms caused by endometriosis. As a result of these conditions, she frequently requested medical leave under the Family Medical Leave Act, which you afforded her.

Given the poor performer’s medical issues, before firing her, did you have an obligation to engage in an interactive dialogue with her, consistent with the Americans with Disabilities Act to determine whether her health issues caused her performance issues?

The answer follows after the jump…

Pregnancy isn’t a workplace disability, but how about morning sickness?

December 3, 2013 | by Eric B. Meyer

An employee-plaintiff who claims that she was discriminated against under the Americans with Disabilities Act due to her pregnancy alone, will lose her ADA claim 10 times out of 10. This is because pregnancy is not a disability under the ADA.

But what if that same employee plaintiff with an ADA claim alleges that the discrimination relates not to her pregnancy, but rather to her morning sickness?

Hmmm….

The answer after the jump…

Employee legally fired for complaining on Facebook about the boss’ “creapy hands”

December 2, 2013 | by Eric B. Meyer

Generally speaking, those who wait five years to complain about perceived sexual harassment in the workplace, don’t win lawsuits if they are eventually fired.

But what happens when the complaint takes the form of a status update on Facebook? Does that offer the employee extra protection?

Find out after the jump…

Woman fired after getting sniffed by men 24 times may have a retaliation claim

November 25, 2013 | by Eric B. Meyer

Play some Skynyrd, man!

(Just pretend the song is about reckless indulgences in the workplace, rather than drugs and needles and such, k?)

Well, this is a new one for me.