An ostracism from a social network likely should not support a claim for retaliation.
Legalities aside, this issue asks a larger question: What kind of employer do you want to be?
Title VII’s religious accommodation provision is the law of the land, and it does not permit value judgments based on the religion of the person making the request.
If you don’t have a document-retention policy, you should.
If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.
Depending on a specific law, managers and supervisors may have liability for their own acts of discrimination or other unlawful activities.Read More
Utterances of overtly offensive terms in the workplace should, in nearly all cases, suffice to state a claim under Title VII.Read More
Every workplace faux pas is not an excuse to punish. Yet, each is a chance for an employer to teach, and for employees to learn.Read More
Employers faced with an EEOC investigation should know that the agency is using these tactics, so that they can proactively, and lawfully, respond by delivering the right message to their employees.Read More
Much more often than not, requests for accommodations are not the demarcation on a battleground, but the call for a middle ground.Read More