Race Category Archives — Page 27 of 28 — The Employer Handbook Blog Published by Philadelphia, Pennsylvania Employment Lawyer

Obama’s re-election evokes ugly Facebook-racism from some employees

November 12, 2012 | by Eric B. Meyer

To all the haters of social-media policies:

If nothing less, the social-media policy reminds employees that if they act the fool online, it may impact their standing in the workplace, and, ultimately, cost them their jobs.

Some employees, however, are just so ignorant. Thus, I doubt that any employer policy will impact how they behave online.

Two despicable examples from this past week follow after the jump…

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144 “N”-words, but black employees can’t prove they were offended

October 18, 2012 | by Eric B. Meyer

Take a few minutes to read this decision. It will blow your mind.

Here’s the long and short of it:

Three black employees sue for race discrimination claiming that they were subjected to a racially-hostile work environment. The court actually did the math:

Go jump in the lake! (and then sue for race discrimination)

October 9, 2012 | by Eric B. Meyer

Back in 2010, Douglas Clayton had a rough Summer.

In August, Mr. Clayton was employed as a deckhand on a boat in Louisiana — that is, until one of his white co-workers allegedly raised a wrench to Clayton and told him to get his “stupid mother f**king n**ger ass” off the boat. Mr. Clayton promptly complained to Human Resources and was transferred to another of the defendant’s boats.

In September, Mr. Clayton again reported to Human Resources that his new co-workers continued to say “n**ger,” among other comments, around him. Allegedly, HR responded by telling Mr. Clayton to “lighten up.” Allegedly, later that day, after telling one of his co-workers to stop using the word “n**ger” on the boat, that co-worker attacked Mr. Clayton from behind.

“How can I keep the white girl?”

September 7, 2012 | by Eric B. Meyer

[Editor’s Note: Because “Playing the Race Card” was already taken]

The title of this post is comprised of the seven poorly-chosen words from a Vice President of Operations at a Detroit casino right before the casino terminated a white employee for allegedly botching supervision of a dealer card shuffle.

What do you think? Do we have a live race-discrimination claim? Oh yeah, we do! Details after the jump, as well as thoughts on employers who strive to maintain racial balance in the workplace…

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D-I-S-M-I-S-S-E-D! Court punts Playboy-posing cheerleader’s bias claims.

August 17, 2012 | by Eric B. Meyer

[If you listen carefully, you can actually hear the sound of page-hits and prurient reader interest cascading at The Employer Handbook. It’s got a little funky Salt n’ Pepa beat to it…]

Last May, I ~~slobbered over~~ blogged here about a former Indianapolis Colts’ cheerleader who sued the team claiming that the Colts discriminated against her on the basis of her race (Asian) and national origin (Indonesian).

Earlier this week, the court ruled on the Colts’ motion to dispose of the case. While I think we can all agree that this sort of hard-hitting blog fodder is better suited for a Monday post, I’m going to blog the heck out of the Court’s decision…after the jump. (It’s a long post, but it’s soooooo worth it).

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Recipient of nasty racial slurs from an office friend loses bias claim

July 24, 2012 | by Eric B. Meyer

What if I told you that a female black employee was called “monkey” and “nappy head Raggedy Ann” at work?

What if I then told you that the employee subsequently sued in New Jersey state court; quite possibly the most plaintiff-friendly jurisdiction in the U.S. — next to California?

And guess what? She lost. Oh my!

What the heck happened and what can employers learn from this recent decision? Find out after the jump…

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5 takeaways from the EEOC’s new guidance on use of criminal records

April 26, 2012 | by Eric B. Meyer

Yesterday, the US Equal Employment Opportunity Commission issued updated Enforcement Guidance on employer use of arrest and conviction records in employment decisions under Title VII of the Civil Rights Act of 1964. (Title VII is the federal statute that prohibits discrimination in the workplace based on race, color, religion, sex and national origin). You can read a full press release on the updated Enforcement Guidance here.

The press release includes a link to questions and answers about the EEOC’s Enforcement Guidance. However, I will summarize the most important points for employers after the jump…

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Even a voluntary demotion can lead to a retaliation claim

April 19, 2012 | by Eric B. Meyer

A maintenance mechanic in Illinois received 28 disciplinary-action forms from his supervisor. Ultimately, he was offered two choices: (1) accept a demotion to a non-mechanic position and take a significant pay cut; or (2) keep the position, fight the discipline, but face potential termination.

On the advice of his union representative, the mechanic took the demotion. He later sued for retaliation, claiming that the demotion, which he voluntarily accepted, was a direct response to a charge of discrimination he previously filed with the EEOC.

Is this retaliation? A federal circuit court gave us the answer yesterday. And I have it for you after the jump…

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Is a workplace “English-only” rule legal?

April 5, 2012 | by Eric B. Meyer

Geno's Steaks - Philadelphia, Pennsylvania 6

Unfair treatment because of one’s language may be related to race or national origin discrimination. Indeed, language may be used as a covert basis for discrimination.

But that’s not always so. A recent case and some helpful nuggets on English-only rules after the jump…

What’s cookin’ in celeb chef Paula Deen’s kitchen? Discrimination?

March 8, 2012 | by Eric B. Meyer

Allegedly, of course.