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.Read More
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.Read More
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.Read More
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.
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.Read More
Unless bullying involves discrimination, it’s mostly legal to be a jerk at work. Some are trying to change that.Read More
An employer cannot go into 'ostrich-mode' in the face of workplace harassment.Read More
Title VII does not just protect minorities from discrimination. It protects all employees from discrimination.Read More
Understand and pay attention to these issues of national-origin discrimination, if for no other reason than the fact that the EEOC is watching.
How you choose publicly to respond to allegations is open to cross-examination in later depositions and at trial.