Articles Posted in Discrimination and Unlawful Harassment

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noun-noose-17951I had planned to blog about this Fifth Circuit decision for a while. The appellate court concluded that a plaintiff who had pleaded that his supervisor directly called him a “Lazy Monkey A__ N___” in front of his fellow employees stated an actionable claim of hostile work environment.

But then I read this federal court decision from Illinois about a black man who claimed that his employer retaliated against him by creating a hostile work environment with a noose. Continue reading

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Earlier this year, President Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021. The law allows victims of sexual assault or sexual harassment to litigate their claims in court even if they signed an arbitration agreement.

At the end of last month, a bipartisan group of representatives in the House introduced legislation to limit the use of nondisclosure and nondisparagement agreements involving claims of sexual assault and sexual harassment. Continue reading

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At the beginning of the COVID-19 pandemic, the U.S. Equal Employ­ment Opportunity Commission (EEOC) posted a pre-recorded webinar addressing questions arising under any of the Federal Equal Employment Opportunity Laws and the COVID-19 pandemic. The video can be seen on YouTube or in the video player below. A transcript of the webinar is also available. Continue reading

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noun-jackpot-982199We’ve all been there as defense attorneys.

You find yourself defending claims of disparate treatment under a federal anti-discrimination statute like the Age Discrimination in Employment Act (ADEA) where your client hired someone younger than the plaintiff. The only logical explanation, according to the plaintiff, is age discrimination. Why? Because the plaintiff just knows that she was more qualified than the other person. Continue reading

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The U.S. Equal Employment Opportunity Commission doesn’t think so. It’s suing a residential home service and repair company for violating federal law when it allegedly required employees to participate in religious prayer sessions as a condition of employment and retaliated against employees who opposed the unlawful practice. Continue reading

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Yesterday, we covered whether the Family and Medical Leave Act allows women who have an abortion to obtain leave for a serious health condition.

Today, we’ll talk about the Pregnancy Discrimination Act (PDA), which amended Title VII of the Civil Rights Act of 1964 to prohibit employers from taking adverse employment actions “because of or on the basis of pregnancy, childbirth, or related medical conditions.” Continue reading

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