Try this on
for gross. A female employee gains access to her boss’s e-mail account
without permission and discovers a vulgar e-mail sent by a male
co-worker to her male boss. The subject of the e-mail: her genitals. So,
does this create an illegal hostile work environment, even though the
e-mail was not sent to the woman and she was never intended to read it?
When you have to perform
reductions in force, the best strategy for avoiding age-discrimination
lawsuits has nothing to do with a “strategy” at all—it’s all about
making sound decisions based on honest, documented employee rankings,
as telecom giant Sprint Nextel has just learned the hard way.
important U.S. Supreme Court ruling on pay discrimination resulted in a
major victory for employers nationwide … and an unusually heated debate
between Supreme Court justices. The 5-4 vote means employees no longer
can sit on wage discrimination claims for years. They have only 180
days to file their claims with the EEOC or the claim is forever barred.
Period. Sounds like good news, right? But be aware: This ruling
likely will, in the short run, lead to a spike in pay-discrimination
In the good old days, employers used to have control over who they
hired. Not anymore. Today, the EEOC has the power to decide who you
will have to roll out the red carpet for.
How would supervisors in your organization handle this
situation: A female employee walks into her boss’s office and complains
that one of her co-workers showed her pictures of himself engaged in
… activity best reserved for the privacy of one’s own home (get the
gist?). Pretty serious stuff. Apparently one guy didn’t think
are a legal minefield, but you’d think it would be easy to fire a 911
emergency dispatcher who was found sleeping on the job. Not in today’s
that going into a retail store to pay retail prices with real green
money would be a sight for a salesperson’s sore eyes. Not the case at
Dillard’s Department Store in Kansas City, which is now facing a messy
lawsuit because of one saleswoman’s rudeness.
Ouch for Employers! The Equal Employment Opportunity
Commission’s Chair Naomi Earp has just said that EEOC attorneys now work as if they are
part of a national law firm. Instead of simply handling a complaint
in the geographic region it was filed in, this new model allows EEOC
attorneys to strategically scrutinize the employment practices of big
companies with multiple sites nationwide and to effectively select the
best venue to litigate in.
Does your “Now
Hiring” sign really mean “Now Hiring Men”? That appeared to be the case
at an Ohio auto dealership, which just settled a sex-discrimination
lawsuit with the EEOC. The dealership must pay out $2.3 million to a
group of 39 female applicants who were denied sales jobs.
FedEx will write a check for $55 million dollars to settle a
class-action suit alleging race and national-origin discrimination in
hiring, promotions and performance practices. FedEx’s “pay day” comes
after minority employees challenged the company’s “Basic Skills Test”
hiring and promotion tool for having a discriminatory impact on them …