The employer hired an outside investigator to examine workplace concerns. A former HR employee later relied on what the investigator allegedly documented to support her own bias claims.
Management enforced its drug-testing rule. The exceptions it made afterward created the bigger problem.
A 25-minute meeting in Spanish allegedly became a two-sentence summary in English. That may be a workplace communication problem, but this court did not see race or national-origin discrimination.
The employer approved light duty. Seventeen days later, it fired the pregnant employee over an alleged policy violation from two months earlier.
The employer thought it had caught an employee lying in an EEOC charge. Then it put that conclusion in the termination notice.
That second decision cost considerably more than the first. Continue reading
Her job was tracking employee attendance. Unfortunately, someone was tracking hers, too.
Keeping disinfectant in the office during the pandemic was understandable. Following coworkers around and spraying it on their clothes and sometimes in their mouths was not. Continue reading
The employer offered him $400,000 to stay. He still claimed that workplace stress, microaggressions, and an abrasive executive amounted to race discrimination.
Browse the headlines about DEI-training backlash lawsuits and they usually go one way: a white employee gets offended and sues over it. This one, initiated by the EEOC, ain’t that at all.
Workplace profanity was business as usual, right up until it accompanied a complaint about racism.
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