Here’s a reminder to make sure supervisors stay clear of language or commentary that could be viewed as racist.
Recent case: Kay, who is black, claimed her white supervisor frequently referred to black employees as “you people” and regularly called them “idiots.” She said he never used those terms when referring to other employees.
Plus, the supervisor lamented that the company observed Martin Luther King Day as a holiday. He wanted to remain open that day.
Kay was fired shortly after complaining about race discrimination and hostility.
She sued, alleging that she had worked in a racially hostile work environment. The court said she had enough to warrant moving the case forward to trial. (Bellamy v. Waterfront Square Condos and Spa, No, 12-6618, ED PA, 2013)
- Think twice before suing your own employee for negligence
- Stamp out harassment fast--or risk EEOC case that snowballs out of control
- Different punishments for breaking same rule? Cite specifics to justify harsher discipline
- What if client makes a discriminatory request?
- Pregnant employee? Make every effort to accommodate temporary restrictions