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The Employer Handbook BlogAllow Me to Reintroduce Myself
My name is Eric Meyer, a founding partner at Pierson Ferdinand LLP. You may know me as the guy who turns someone else’s workplace disaster into your morning reading. Continue reading
The EEOC’s Anti-American Discrimination Priority Gets a Red-Highlighted Example
If you want the EEOC’s attention, do this: send an email — in red highlight — seeking “ONLY H1B” applicants. It’s one of the allegations in a new federal lawsuit, part of the agency’s push against anti-American bias.
Can a Paid Suspension Trigger a Sex Bias Verdict? This One Did.
The university kept paying its softball coach during an investigation. Its no-contact order also stopped her from teaching, and the suspension became a $300,000 sex bias judgment.
The Layoff Was Planned Before His FMLA Request. The Timing Became the Problem.
The company had decided to eliminate his job before he told his manager about his planned parental leave. So why did he get his termination notice in April when the other people on the layoff list remained until July?
When DEI training becomes part of a hostile workplace claim
A federal judge dismissed this white employee’s hostile workplace claim last year. On appeal, the Ninth Circuit considered the alleged training remarks alongside years of workplace incidents and gave the claim new life. Continue reading
The Pride Flags Came Down. Why the Title VII Claims Did Too.
Pride flags came down. Pride stickers were covered and prohibited. An LGBTQ+ student club received extra field-trip scrutiny. That is how three teachers described the pattern in their complaint. Continue reading
“Not Crazy About White People” Allegedly Appeared in an HR Report. What Could Possibly Go Wrong?
The employer hired an outside investigator to examine workplace concerns. A former HR employee later relied on what the investigator allegedly documented to support her own bias claims.
HR Is Not a Theology Department. Here’s How to Review Religious Accommodation Requests.
HR can ask an employee to explain a religious conflict. The trouble begins when the review turns into a theological examination.
Three Employees Refused the Same Drug Test. Only the White Employee Got His Job Back.
Management enforced its drug-testing rule. The exceptions it made afterward created the bigger problem.
The Employer Appealed a $1 Million Punitive Award. The Third Circuit Made It $2 Million.
The company had an anti-harassment policy, trained its employee-relations manager to investigate complaints, and opened one. Then it assigned the accused supervisor to counsel the employee who complained about him.