by Mark S. Mathison, Esq., Gray Plant Mooty, Minneapolis
National-origin and religious diversity continues to increase in communities and workplaces throughout Minnesota and across the country. With such diversity comes corresponding diversity in language, culture and religious practice. Federal and state laws prohibit discrimination on the basis of these factors.
To achieve compliance and prevent successful discrimination claims (which could involve class-action exposure), employers must be attuned to workplace issues around national origin, religion and race. For most employers, this means trainingand HR personnel to carefully consider their policy-making and daily decisions that can affect such issues.
Under the law of national-origin discrimination, a person may not be lawfully denied employment opportunity because of birthplace, ancestry, culture or linguistic characteristics...(register to read more)
- Telling lecherous manager to stop harassing is protected activity all by itself
- You don't always have to be right--just honest
- Curiosity about co-worker's accommodation not harassment
- Examine actual job duties--not job descriptions--to determine if jobs are truly equivalent
- Don't take the rap for harassment after hours