You may think that what your employees do on their own time—at work or socially—is their business. That could be a big mistake. Your company culture may end up as evidence in a race discrimination lawsuit someday soon unless you do something about institutional and social segregation.
An anti-discrimination policy isn’t enough. Instead, get proactive. Don’t just integrate the shop floor. Integrate the lunchroom, too.
Recent case: Cathalene, who is black, worked for FedEx for 32 years until she quit and sued over race and sex discrimination.
She claimed that when she transferred from a courier position in California to a service agent position in York in 1996, she had to take a pay cut. By the time she quit 17 years later, she had received only positive evaluations (including a rare perfect score) and had never been disciplined.
Her lawsuit claimed that a white male courier had also taken a service agent position in York, b...(register to read more)
- Long history of misconduct? Document every step of disciplinary process
- Carefully document when you acted to bring an end to supervisor sexual harassment
- Juvenile behavior isn't always harassment
- Minimizing the legal risks of workplace romance
- Employee handbooks: Craft with care to secure 'at-will' policy