Do you worry you may be courting a discrimination lawsuit when you turn away an applicant or toss an unsolicited résumé in the trash?
Rest assured that turning away applicants when you don’t have an opening isn’t likely to get you in trouble. Courts have followed the common-sense standard that applicants can sue only if they’re applying for a true job opening.
Recent case: Mike Adams worked as a school teacher and athletic coach until his contract wasn’t renewed because of complaints about his . He sued and the school district settled the case.
Meanwhile, one of the other coaches couldn’t complete a year so the school district brought in volunteer coaches from another school to help temporarily. That’s when Adams submitted an application. When he wasn’t hired, he sued alleging retaliation because of his prior lawsuit. A jury sided with him.
The school district appealed and the 5th Circuit Court of Appeals threw out the case. Because the school district never said it had an opening, Adams hadn’t really “applied” for a specific position. Employers can be sued only by applicants who respond to an actual opening. There was no opening and, therefore, no retaliation or discrimination. (Adams v. Groesbeck Independent School District, No. 05-50362, 5th Cir., 2007)
- Budget cuts forcing layoffs or reorganization? Take care to spell out justification
- Malvern's Vanguard Group faces race discrimination suit
- Employment law by the numbers: Know which laws to ignore
- Under what circumstances can an employee challenge a termination?
- Supreme Court protects age-related benefits