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Harassment

Differences of Opinion Show Why We Need ENDA

April 8, 2014
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A Title VII amendment is needed to make it absolutely clear that sexual-orientation discrimination is not only abhorrent, but is also illegal.
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'Motorboating' Equals a $567K Harassment Verdict

March 26, 2014
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Harassment is harassment, whether its a male-on-female, or female-on-male. As long as the harassment is 'because of sex,' it’s illegal.
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EEOC Holds Public Meeting on Social Media in the Workplace #socialEEOC

March 13, 2014
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The lesson here isn’t so much how social media is impacting EEO laws, but instead how employers are adapting their current policies and training to adapt to these new technologies.
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Mind Your Internal Emails to Avoid Discrimination Issues

February 25, 2014
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If you don’t want something to appear on the front page of the newspaper, or to be read in front of a judge or jury, don’t put it in writing. Don’t email it, don’t text it, don’t Facebook it, and don’t tweet it.
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Tackling Offensive Conduct — Inside and Out of the Locker Room

February 20, 2014
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What’s striking is that the behaviors identified in the Richie Incognito/Miami Dolphins report are comparable to what has occurred in law firms, accounting practices, health care institutions and academia.


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Context Matters: Cursing as Religious Harassment

January 13, 2014
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A line exists between the use of general profanity in the workplace and the use of profanity directed at somebody because of their religion. Nevertheless, employers should take seriously all harassment complaints in the workplace.
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Bullying, Bigotry and a Bill to Prevent Picking on All Personnel

January 5, 2014
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Unless bullying involves discrimination, it’s mostly legal to be a jerk at work. Some are trying to change that.
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Don’t be a Jughead by Thinking That White Men Aren’t a Protected Class

December 3, 2013
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Title VII does not just protect minorities from discrimination. It protects all employees from discrimination.
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EEOC Tackles National-Origin Discrimination

November 19, 2013
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Understand and pay attention to these issues of national-origin discrimination, if for no other reason than the fact that the EEOC is watching.


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