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)
- Make training for managers an essential part of your sexual harassment policy
- After 8 years, $1 million ends harassment suit
- Supervisor bias creates employer liability: Never ignore charges that boss used racial epithet
- The danger of hiring 'Best of the worst' from résumé pile
- SPFD, firefighter finally see eye-to-eye on settlement