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The Employer Handbook Blog
Articles Posted in National Origin
How would you respond if your employee was photographed marching in Charlottesville over the weekend?
Following a tumultuous weekend in Charlottesville, VA, where a white nationalist march turned deadly, it appears as though at least one attendee will return home from the rally to find himself unemployed.
8th Cir: Ok to tell a Middle Eastern worker to “go back home, go to your country.”
As you’ll find out down below, “Minnesota nice” only goes so far dontchaknow.
Skip the vodka, but consider some other bar rules for your workplace.
_in_Hamburg_2.jpg "By Achim Schleuning (Own work) [CC BY-SA 4.0 (http://creativecommons.org/licenses/by-sa/4.0)], via Wikimedia Commons")
A few weeks ago, a reader emailed me and asked if I would weigh in on how businesses should address employees talking about politics at work.
On the one hand, in the private sector, there are no First Amendment Rights. Free speech is a big myth. ( I suppose that the National Labor Relations Act could muddy the waters a bit; but, for this post, let’s pretend it doesn’t). And there’s practically nothing that would prevent a private employer from clamping down on employee discussions about politics at work.
On the other hand, an employer could violate bar rules and condone political speech. However, that could lead to problems for the employer, as in bad press or a lawsuit.
Our day at Epcot: Food, characters and, yes, an employment-law lesson
Remember Hank the Septopus from Disney’s Finding Dory? I found his missing tentacle. And, my son ate it!
The EEOC has a brand new HR-compliance resource on national origin discrimination
Sorry about missing yesterday. I was recovering from a nose bleed and some hurt feelings.
I have freebie for you today to make up for it. Then again, every day is a freebie. Continue reading
Pish-posh to everything we ever knew about litigating discrimination claims
I feel naked. And, I have the vapors.
Quick! Someone fetch me my diamond-studded bathrobe and, oh yes, my pearls for clutching.
The EEOC wants your 2¢ before giving its 2¢ on national origin discrimination, which will be free
Kinda like this blog. I’d settle for a sandwich to call it even. Maybe some ketchup packets.
Company pays $250K to settle employee’s bias claim. The one where his manager maybe peed on him.
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Although, it could’ve been worse. Seeing as the going rate for poop discrimination is $2.25 million.
Nepotism at work — even if it means favoring one nationality over another — is not against the law
If national origin motivates an employment decision, that’s disparate treatment. Title VII forbids disparate treatment.
So, what if…
- nepotism motivates an employment decision, which
- involves favoring one nationality over another, then
- does national origin motivate the employment decision?
Or, put another way: could nepotism violate Title VII?