When terminated through a reduction in force or for some other legitimate reason, overly sensitive employees may take a shot at filing a lawsuit over perceived slights, alleging they had been forced to work in a hostile work environment. Fortunately, it usually takes more than that to win.
Recent case: Fayerene, who is black, was laid off during a reduction in force. She had long complained about co-workers being disrespectful. She sued, alleging she had worked in a racially hostile environment.
Fayerene pointed to one comment she endured that she believed to be racial: When President Obama was elected, a co-worker said, “Greens for everybody.”
The court said that comment wasn’t enough to create a hostile work environment. (Gibson v. Verizon, No. 12-10334, 5th Cir., 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Pay attention to rising complaints of 'same-race' bias
- End of harassment investigation triggers filing period
- Responding to harassment complaint? Don't force victim into unfair decision
- Include 'work-on-site' requirement in job description