Almost all managers know they can’t fire someone because they’re Christian, Jewish, Muslim or any other mainstream religion. But Title VII also protects less well-known belief systems. Make sure bosses know that, too.
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Almost all managers know they can’t fire someone because they’re Christian, Jewish, Muslim or any other mainstream religion. But Title VII also protects less well-known belief systems. Make sure bosses know that, too.
Read MoreThree Whole Foods employees claim the company’s benefits plan violates ERISA because plan administrators aren’t acting in the smoking employees’ best interests when they refuse to refund surcharges after employees quit using tobacco products.
Read MoreTo avoid litigation, many employers conduct internal audits to ensure pay equity when employees perform substantially identical work. If you decide to run a pay-equity audit, be prepared to show exactly how you conducted it.
Read MoreThe EEOC has asked federal courts to drop lawsuits it previously filed alleging that employees experienced workplace discrimination and harassment because they are transgender. It’s a significant reversal for the EEOC in the early days of the Trump administration.
Read MoreIn a statement, acting EEOC Chair Andrea Lucas said the EEOC “is returning to its mission of protecting women from sexual harassment and sex-based discrimination in the workplace by rolling back the Biden administration’s gender identity agenda.” But issuing a press release does not change official policy.
Read MoreThe state of Missouri is suing Starbucks, alleging that the coffee chain’s diversity, equity and inclusion programs are a “mere pretext for its actual commitment to unlawful discrimination.”
Read MoreIf it appears you’re pushing an employee out the door based on his age—or if you suddenly eliminate his position after discussing retirement—you’ll set yourself up for an age-discrimination lawsuit. Apply these tips to ensure well-intentioned conversations don’t trigger legal trouble.
Read MoreA “microaggression” is a subtle, often unintentional comment or action that conveys bias or discrimination against a marginalized group. In the right circumstances, however, microaggressions can also amount to an adverse action that supports a workplace retaliation claim.
Read MoreThe EEOC is pursuing lawsuits over sex discrimination, age discrimination and failure to accommodate disabilities.
Read MoreCourts recognize that employers must be free to manage their workforces as they see fit—with some limitations. But that live-and-let-live ethos changed when the Supreme Court issued its Muldrow v. St. Louis decision in April 2024.
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