Violence after hours and away from work? That’s a matter for police, not EEOC — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Violence after hours and away from work? That’s a matter for police, not EEOC

Get PDF file

by on
in Discrimination and Harassment,Human Resources

There are some things that employers can’t control. One of those things is how employees act outside the workplace.

Take, for example, this recent case in which a co-worker allegedly attacked another worker after work and off the premises. That, concluded the EEOC, was a criminal matter and not something that was covered by federal anti-discrimination laws.

Recent case: Manuel, who is black, works as an aircraft mechanic. He claimed that a co-worker tailgated him after work one day. He said when they stopped their vehicles, the co-worker attacked Manuel with a chain.

Manuel filed a police report—and then an EEOC discrimination complaint.

The commission investigated and concluded that the matter was criminal in nature, not within its jurisdiction as an employment discrimination agency.

Manuel then filed a federal lawsuit, alleging he had been forced to work in a racially hostile environment. He added a workplace incident in which a co-worker allegedly produced a hangman’s noose from a cart.

The court dismissed the case, agreeing with the EEOC on the chain incident and pointing out that Manuel had never alleged a hostile work environment in his initial EEOC complaint. Therefore, he couldn’t add that claim later. (Ander­­son v. Sikorsky Support Services, No. 2:13-CV-208, SD TX, 2014)

Final note: Of course, if an em­­ployee complains about a noose in the workplace, take immediate action.

Leave a Comment

Previous post:

Next post: