The U.S. Supreme Court has agreed to decide on an important race-discrimination employment issue: whether a fired employee can win a race-discrimination lawsuit when the manager who pulled the trigger on the termination didn’t know the employee’s race.
A lower court, in agreeing with the employee, has ruled that even if the ultimate decision-maker (say an HR manager at corporate headquarters) doesn’t know the race, age or sex of the employee in question, the fired employee can still file a discrimination claim if he or she can prove that a lower-level manager’s discriminatory action tainted that final decision. (EEOC v. BCI Coca-Cola Bottling, 10th Cir.)
The EEOC has pushed a theory lately that a sole decision-maker who doesn’t know an employee’s race can still be responsible for discrimination on the principle that the employer is liable for the acts of biased subordinates.
Advice: Regardless how this case plays out, it’s important to remind supervisors that it’s their job to make sure discrimination doesn’t taint any hiring, firing, promotion or pay decisions.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/2298/can-a-company-be-liable-for-race-biased-firing-if-decision-maker-didnt-know-the-persons-race "