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
Even if coulrophobia is an ADA-protected disability, that's only half of the equation to determine whether the ADA offers job protections to an individual with a disability.Read More
ADA-covered employers should consider simply encouraging employees to get the influenza vaccine rather than requiring them to take it.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
Employers need to train management so that they know what to do with protected information once they learn it, and how to act without violating any of our EEO laws.Read More
Whether or not an employee is entitled to a religious accommodation is not dependent upon whether or not you happen to agree with the employee’s religious beliefs.Read More
The white people with the most interesting things to say in any situation involving race are the ones who shut up.
The way we communicate and how we interpret our interactions is largely based on tone of voice, body language, eye contact and casual social interactions.