Watch out for the old adage that the customer is always right. Take it too literally, and you could be courting employment law liability.
THE LAW: The Civil Rights Act of 1964 and similar state laws bar discrimination based on race, color, religion or national origin in public accommodations. Most businesses that serve the public meet the definition of “public accommodation.”
While the state-sanctioned segregation of the 1950s is a thing of the past, businesses can face dilemmas when bigoted customers ask them to discriminate.
For example, health care professionals regularly field patient requests for caregivers of a certain race. Employers face an awkward choice: alienate the customer or violate the law. A 2010 decision by the 7th Circuit Court of Appeals stated that nursing homes that make assignments based on residents’ racial preferences violate Title VII.
WHAT’S NEW: A recent case from Michigan illustrates this nightm...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Chicago bank branch fires low-vision worker after a day
- The easiest way to win discrimination cases: Prove you treat everyone equally
- Foreign-born worker sues? Know difference between national origin and immigration status
- Humiliation, not just physical threats, can be harassment