A nurse asked whether HR would get implicit bias training. A week later, she says, the head of HR came to her office and angrily asked why she’d brought it up. Continue reading
A company retreat ended with coworkers pulling a man off an employee he sexually assaulted. The company kept him. Continue reading
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
If a manager has to explain why telling an employee to stop going to HR was legally defensible, the conversation has already gone poorly.
A boss wanted to discuss settling an employee’s harassment claims without lawyers present. That invitation came with more baggage than the calendar entry suggested. Continue reading
A Mexico vacation while on sick leave is an easy headline. The employer’s defense required a closer look at two separate decisions.
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 Handbook Blog