Case in point: An African-American employee complained about racist graffiti in the restroom, so his employer painted over it. But the graffiti reappeared, this time with a death threat that included the employee's name. He complained again. His supervisor shrugged off the second complaint, allegedly saying: "I got it off once. What do you want me to do, tear the wall down?" The graffiti stayed for five months until the employee resigned. He sued, and a federal court let the case go to trial, saying the manager's reaction was sorely lacking. (Reedy v. Quebecor Printing Eagle, Inc., No. 02-3637, 8th Cir., 2004)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Piling on disciplinary charges can look like retaliation
- Settling a case? Make sure the agreement includes a ban on re-employment
- Shut down demeaning name-calling ASAP--or else prepare to pay for your 'tolerance'
- Minnesota Human Rights Act