by Mindy Chapman, Esq.
Why does “testing” bring about that sledgehammer-in-the-stomach feeling? Maybe because, as students, we never knew quite what to expect. Now, the same is true when it comes to a recent trend in employment-law cases: applicants and employees making phone calls to secretly test whether your organization is discriminating.
While the U.S. Supreme Court has long acknowledged the importance and legality of testers in civil-rights claims, two new court cases offer critical lessons for employers:
“Hello, can I please schedule an interview?” The EEOC is suing Target Corp., claiming the company violated federal race-discrimination law by refusing to hire three black applicants because of their race. Target had e-mailed the candidates and asked them to call and schedule interviews. All were denied interviews after their calls.
The twist: One applicant had a hunch she was being discriminated aga...(register to read more)
- Draft questions to predict young applicants' true potential
- UPS accused of blacklisting following disputed drug test
- Apply 'fashion police' rules evenly to avoid discrimination complaints
- Planning for the worst: Implementing a workplace violence policy
- Remind supervisors: Absolutely no comments about employee's pending EEOC complaint