As to our previous post on taking seriously complaints of racial harassment, thanks to Jon Hyman at the Ohio Employer’s Law Blog who posted the EEOC’s press release and commented on the case. The press release details the types of harassment as follows:
The EEOC charged that Daniels [the employee] was the target of persistent verbal
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When an employee complains about how co-workers are treating him or her it is never appropriate to respond, “That’s just boys being boys, and that’s the way it is here at [insert defendant company’s name].”
According to media accounts that is how Lockheed handled complaints of racial harassment that included being called derogatory names and being…
One December 16, 2007, the Board issued its much anticipated decision in Guard Publishing Company d/b/a Register Guard and Eugene Newspaper Guild, CWA Local 37194 holding an employer did not violate section 7 by maintaining a policy that prohibited employees from using the employer’s e-mail system of any “non-job-related solicitations.”
The NLRB’s 3-2 decision also announced…
The EEOC receives over 75,000 discrimination charges annually each of which requires a response by an employer. How companies respond to charges varies greatly. In the legal community there are two schools of thought on the scope of EEOC responses. The first approach follows a minimalist path under the rationale that anything sent to the EEOC …
There is only one war story I ever tell because I don’t talk about my client’s problems with anyone no matter how humorous they might be. The Connecticut Employment Law Blog and Ohio Employer’s Law Blog have postings on an employer’s liability for the “mere presence” of pornography in the workplace. All I can say …
The CEO of the American Red Cross resigned after disclosure of a relationship with an employee. The Red Cross Board of Governors stated that his resignation was requested for using “poor judgment” that “diminished his ability to lead the organization in the future”. It amazes me that this type of leadership gaff can be …
As credit related losses ripple through the financial and construction sectors, many organizations will be forced to consider job cuts. Selecting employees for lay off must be collaboration between managers and human resources. HR must be able to influence the process to reduce legal risks and assuage the anxiety of remaining employees:
1) Establishing Business …
The Ohio Employment Law Blog has a couple of posts that highlight court decisions involving the employers’ sexual harassment policies and practices. The posts put bring home the “real life” implications of an employer’s actions.
In EEOC v. V&J Foods, the court considered the language of an employer’s sexual harassment policy and found it…
Many managers view the efforts of HR to bring order to the hiring process as meddlesome, bureaucratic and dilatory. “Just find me someone to fill this position” is the usual approach. There are several things that an HR generalist can bring to the table in terms of education and organization without slowing the process:
Uniformity of …
Yesterday’s $11.6 million jury verdict in the Isiah Thomas/New York Knicks sexual harassment case is generating tremendous blog commentary. Here’s what some are saying about the Knicks’ lawsuit and its “Wake-Up Call” potential:
Kris Dunn at HR Capitalist has a post on Fire, Suspend or Play On?… Isiah Thomas Trial Verdict…. Since the start
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