Some employees always have a chip on their shoulders. They interpret every comment as criticism—and then blame work problems on discrimination. Fortunately, not every look, comment or gesture leads to a successful employee lawsuit.
Recent case: Theresa Williams was Time Warner’s vice president of diversity and multicultural initiatives for just four months. She was terminated a few days after she complained to HR about a comment she had heard secondhand. She said another employee had complained that Williams was “up in his face.” Williams apparently took the comment to mean she was regarded as “an angry black woman.”
Williams sued, alleging race bias and retaliation.
The court didn’t buy it, reasoning that the single comment wasn’t racially motivated and that her underlying complaint wasn’t reasonable. (Williams v. Time Warner, No. 10-1389, 2nd Cir., 2011)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How can we make the season bright—without exposing ourselves to legal liability?
- No separate emotional distress claims if conduct is covered by IHRA
- Document why termination was justified when employee can't handle promotion duties
- Discrimination, harassment, retaliation cost LAFD $6.2 million