Employers must make sure they hand out similar punishment for similar misconduct, regardless of the race of the employee—or any publicity that might surround the case.
Recent case: William Smith, a supervisor at a Lockheed Martin facility, is white.
Lockheed Martin has a strict zero-tolerance policy against the use of “racial slurs, ethnic jokes, sexual or lewd jokes, negative or derogatory stereotypes, names or labels that a reasonable person would find offensive.” The policy includes offensive emails sent using Lockheed Martin computers and systems, and forbids employees from forwarding offensive emails. Its policy requires everyone who receives an offensive email to immediately report it to HR.
The policy didn’t prevent race problems at Lockheed Martin. In fact, the company had recently experienced a horrific workplace shooting in which five employees died and eight were injured when a white employee opened fire. The...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Twist on bias headed for Supreme Court? Cat's paw theory claws back
- Creating an effective blog policy to limit employer liability
- Hiring or promoting? OK to discount experience if it's trumped by other factors
- Beware the impact of romantic affairs on other employees