Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
If you do not train your supervisors, managers, and others in how to response to workplace harassment, you will have a difficult time avoiding liability when things go wrong.
Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
Consider the awful position in which it could place employers who are lax with their termination decisions.
Utterances of overtly offensive terms in the workplace should, in nearly all cases, suffice to state a claim under Title VII.Read More
A little bit of common sense and proactive planning will go a long way to preventing a workplace romance from turning into a workplace lawsuit.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
It’s pathetic that employees still have to suffer workplaces with any degree of racism. Read More
There exists a line between protected online speech and unprotected threats, harassment, or insubordination. Read More
Title VII requires an employer to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship.Read More