Recent case: Young is Asian-American of South Korean national origin. She taught chemistry to consistently full classes and got excellent reviews early on.
Then she began getting less desirable assignments and noticed that her supervisor seemed to favor black instructors. Her supervisor also once referred to her by a common slur directed at Asians. She was terminated, allegedly for substandard work.
Young sued, alleging that she had been discriminated against in favor of black faculty. The court said that claim could go forward. (Buisson v. Board of Supervisors, No. 13-31269, 5th Cir., 2014)
Final note: Investigate all bias complaints, no matter who files them.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Lenoir company folded--but must still pay bias settlement
- EEOC issues guidance on leave as a reasonable accommodation
- Doesn't matter that he didn't put a ring on it! Engagement unnecessary for retaliation
- When conducting bias investigations, you don't need to be perfect--just reasonable