Employers should train managers and employees that the law may require making a religious exception to an employer’s otherwise uniformly applied, and facially neutral, dress or grooming rules, practices, or preferences.Read More
Don’t shred your settlement and severance agreements just yet. Modify your agreements to bolster and clarify the protected-activity carve-out.Read More
Refusing to hire someone who filed a lawsuit claiming a violation of the FLSA or Title VII is illegal retaliation.Read More
If there is no religion supporting the request, then no law would prohibit you from banning Festivus at your company. Then again, why would you want to in the first place?Read More
Title VII does not just protect minorities from discrimination. It protects all employees from discrimination.Read More
The status of a graduate assistant must be analyzed based on the 'economic realities' of each individual.
As we approach the 50th anniversary of Title VII, now is the time to tell our workers that we, as a nation, support equality among all, including the LGBT community.
The time has come for Congress to step up to the plate and enact legislation including sexual orientation and gender identity as protected classes, and bring to and end the shameful protection of discrimination against this marginalized class of individuals.
Don’t let anyone in the chain of hiring view candidates’ social media profiles. Train an employee who is insulated from the hiring process to do your social media searches.Read More
An overview of resources to address caregiver discrimination.Read More