This case creates a dangerous precedent. It enables an employee to create an unfair labor practice out of thin air merely by airing an issue with co-workers, regardless of whether those co-workers share in that concern.Read More
An employer cannot hold a grudge against an employee who engaged in protected activity, with the hope that the passage of time will permit later retaliation.Read More
If your workplace is sexually charged, it will catch up with you eventually.Read More
Leaders must explicitly communicate that uncivil, abusive behavior is thwarting their institutional objectives.
'No one should have to put up with sexual comments or touching while they are just trying to make a living.'Read More
Parties who are equally culpable in workplace misconduct should be treated equally. Disparate treatment is, well, disparate treatment, which is a Title VII no-no.Read More
The subtle way intent is communicated through behaviors like tone of voice, eye contact, facial expressions and body language, can diminish the productivity of others.
Bravo for creativity, but let me suggest a less intrusive, and more conclusive, alternative to the racy pic: a forensic exam of the phone that sent the photo.Read More
Do you have a case for discrimination and harassment if you’re an African-American whose boss calls you a 'n***er,' and intimidates you with a handgun during meetings? You bet you do.Read More
A Title VII amendment is needed to make it absolutely clear that sexual-orientation discrimination is not only abhorrent, but is also illegal.Read More