The Hertz car rental operation at Minneapolis-St. Paul Airport faces charges it discriminated against Muslim employees and harassed them. The employees, who worked cleaning vehicles, claimed managers would routinely walk in on their prayers demanding to see the employees’ badges.
A poor performer may disappoint on many levels, doing lousy work and failing to get along with others … harassing co-workers and fudging time sheets. While you should document all the problems, you don’t have to cite every one when you terminate the employee. Pick one and stick with it.
The EEOC has won a reduction of a large attorneys’ fee award it had been ordered to pay for an allegedly frivolous lawsuit.
Don’t count on getting off the hook if you are sued as a joint employer.
Some employees think they can keep from getting fired by going to HR or the EEOC with a discrimination complaint. Then, they reason, if their employer does terminate them, it will be retaliation. Fortunately, that’s not true.
Employees who take FMLA leave are generally entitled to come back to their old jobs when they return. If you make any changes to their jobs, be sure you can document solid business reasons that are unrelated to FMLA leave.
You may prefer a “don’t rock the boat” mentality when it comes to reporting to police or other governmental authorities that a customer may be breaking the law. That doesn’t mean you can force employees to remain silent—or worse yet, punish them for going to authorities. Doing that could cost a fortune in damage awards, especially if it turns out that your employee was right.
A recent ruling may force employers to change their policies restricting private emails.
Employers should certainly strive to make their workplaces as pleasant and harassment-free as possible. But, sometimes supervisors make that almost impossible because they can’t refrain from acting like jerks.
If a court concludes that one of your supervisors created a hostile work environment, you probably don’t want to retain him. But don’t go overboard with the explanations.