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The Employer Handbook Blog
In some places, federal antidiscrimination laws are much broader than you may realize
Last night, I read about a black female educator and school administrator who claimed that her employer agreed to pay for her to attend a training session but later reneged, instead offering to pay for her to attend in two years. So, she paid for it herself.
And then she sued her employer. Continue reading
I’ll give you a million reasons not to ask employees and applicants about family medical history
The Genetic Information Nondiscrimination Act (GINA) forbids discrimination against employees or applicants because of genetic information. Specifically, Title II of GINA prohibits using genetic information in making employment decisions, restricts employers from requesting, requiring, or purchasing genetic information, and strictly limits the disclosure of genetic information.
While GINA has been in effect for over ten years, it gets very little attention. Employees bring fewer discrimination charges under GINA than any other federal antidiscrimination statute that the U.S. Equal Employment Opportunity Commission administers. But that doesn’t make it any less important or expensive when violations arise.
Check this out. Continue reading
On Instagram, an ER doctor said Israelis got “a taste of their own medicine.” CORRECTION: Former ER doctor.
A doctor whose job is to administer potentially life-saving medicine to patients, among them Jews, was reportedly fired after celebrating the massacre of Israelis by the Islamist terror group Hamas. Continue reading
It’s not often an employee has direct evidence of discrimination. But I found one that did.
A white man working as the general manager of a hotel claimed that his white supervisor engaged in racial discrimination when she terminated his employment.
Initially, I was skeptical. But not anymore. Continue reading
Did you know that a bird — a macaw, specifically — can create a hostile work environment?
Last year, the U.S. Equal Employment Opportunity Commission sued a long-term care facility claiming that certain White patients/residents repeatedly directed offensive racial slurs at black nurses and nurse assistants, including “n—-r,” “coon,” “monkey,” and “Black b—–s.” One patient repeatedly told Black employees to “go back to Africa,” followed Black employees throughout the facility to racially berate them, and physically assaulted Black employees because of their race.
Should this employer have been able to predict future sexual harassment?
On August 16, 2019, an employee reported for the first time that a supervisor had made sexual comments to her that made her feel uncomfortable. The next day, management met with the alleged harasser about the allegations, and he resigned.
Problem solved, right? Continue reading
Law student BLAMES ISRAEL for Hamas terrorism. Law firm promptly RESCINDS student’s JOB OFFER.
According to published reports, like this one from the Daily Mail, an Am Law 100 law firm rescinded a job offer to the president of a law school’s student bar association after learning that the student stated that Hamas’ slaughter of children in Israel was ‘necessary.’ Continue reading