A former EEOC employee says the agency’s LGBTQ+ rollbacks made his job intolerable, including changes he was required to help implement. A federal court has allowed his harassment, discrimination, and retaliation claims to proceed. Continue reading
The university kept paying its softball coach during an investigation. Its no-contact order also stopped her from teaching, and the suspension became a $300,000 sex bias judgment.
She had six Emmy Awards. The male colleague earning more than she did had none. Continue reading
She reported the harassment and lost her job. Her supervisor testified that the man she reported wasn’t disciplined; he got training instead.
On July 21, the U.S. Equal Employment Opportunity Commission voted, publicly, to kill sixty years of federal race, sex, and national origin reporting. Cue the sad violins. This is happening.
The Supreme Court just ruled on whether transgender athletes can play girls’ high school sports. If you’re scanning this for a new Title VII rule for your LGBT employment policies, save yourself the trouble: there isn’t one.
According to the EEOC, an employee complained about six months of sexual harassment. Her employer allegedly did nothing. So she went to court, got a protective order against the harasser, handed a copy to HR, and was fired the next day. The harasser kept his job.
A warehouse worker started her job seven months pregnant. Thirteen weeks after delivering, she was fired. One sentence from the HR rep is why this case is going to trial.
According to the EEOC, a waste management company hadn’t hired a female garbage truck driver in years, and its interviews showed why: a manager told one qualified female applicant to think carefully, talk to her husband, and let him know if she still wanted the job. She did. The company hired a man. The case settled for $200,000.
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