Q. We send out a condolence card when one of our employees has a death in the family. We usually say something like, “Our thoughts and prayers are with you at this difficult time.” Now one of our employees has complained about the use of the word “prayer.” Do we need to change the message? — J.H., Utah
A. It seems highly unlikely that the recipient of a sympathy card would sue over a card that expresses a religiously neutral ‘prayer.’ And there doesn’t seem to be any damage for which the employee could sue. With respect to any claim of a hostile environment due to religious discrimination, the “severe or pervasive” element would be missing, since it is neither serious nor repeated. It seems even more unlikely that a court would conclude that the card is evidence of religious discrimination or, if sent by a government employer, evidence that the employer sanctions any particular religion.
However, I have seen plaintiffs’ lawyers attempt to use such incidents as background evidence of intent. And often, we must make a motion to exclude the evidence from the case since it is more prejudicial than probative of a discriminatory intent. That said, you can avoid the entire issue by leaving out the word “prayers.”
- When employee alleges management bias, don't blindly accept the boss's denial
- Age-related laws: Liability lurks at both ends of spectrum
- Employee acting as own attorney only gets some leeway
- Aggressive employee terrifies co-workers? Now that's failing to meet expectations!
- 11 for '11: The top trends in HR, pay & perks