If you are receiving reports that a manager or supervisor is engaging in name-calling, look beyond the obvious problem. It just may be that discrimination is a pervasive problem. It’s your job to bring it to light before it’s too late.
Consider this recent case, in which a supervisor was not just calling his subordinate names, but perhaps also engaging in age, religious, national origin and other discrimination.
Recent case: Nidal is a Muslim American of Palestinian origin over the age of 50. Over the course of two stints, he worked as the business manager in the finance department of an auto dealership. He was fired the first time when a newteam decided Nidal’s $20,000 per month pay was too high. He was then rehired at a lower base pay.
Nidal claimed that during this second period of employment, which lasted about half a year, he was regularly subjected to name-calling. For example, he said that his supervisor r...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Boss's affair with someone else is no basis for third party's bias or harassment suit
- High school coach's suit alleges bias in Beaumont, Texas
- Retirement math must comply with PDA, Title VII—For now
- Critical evaluation isn't an adverse employment action