Race Category Archives — Page 19 of 23 — The Employer Handbook Blog Published by Philadelphia, Pennsylvania Employment Lawyer

Black man claims a paint company’s paint is racist and he was fired for complaining

June 30, 2014 | by Eric B. Meyer

The Benjamin Moore color gallery contains, among others, Clinton Brown and Tucker Chocolate.

My virgin ears! I mean, how racist can you get?!? Or, so says Clinton Tucker, a former Benjamin Moore employee, who filed a complaint in New Jersey state court in which he alleges that these paint names are hella-racist.

According to Courthouse News Service (here), Tucker says that “being a black man named Clinton Tucker, the plaintiff found this to be extremely racially offensive.”

Nooses, n-words, and confederate flags, but no discrimination #shrm14

June 24, 2014 | by Eric B. Meyer

Over the weekend, I read this opinion in a race-discrimination with facts so egregious, they’d make David Duke blush.

Let me set the scene for you. This is a workplace where, allegedly, several of the white employees displayed Confederate flag paraphernalia. I’ll spare you a verbatim review of the racial graffiti and epithets — you can view it here — but, it was pretty darn bad. And what about multiple nooses in the workplace — eight in total.

[Sidebar: I once attended a deposition of an Ivy League-educated HR Manager who testified that there was a time when she did not understand how a hangman’s noose in the workplace would offend a black employee. Hubba-what?!? Folks, just so we’re clear here, a hangman’s noose is the single worst symbol of racial hate. Period. So eight of ’em is hella-bad!]

Three employees fired for posing at work in KKK garb and makeshift crosses claim discrimination. Yep.

May 20, 2014 | by Eric B. Meyer

The thing about this law-blogging gig, other than the money, power and women, of course, is the pride of being first to post about a crazy new case.

Last week, I missed out on the nude sunbather who sued an elementary school-employer for retaliation. Well, Jon Hyman at the Ohio Employer’s Law Blog, I see your nude sunbather and raise you two white guys and a native american who dressed as klansmen at work, allowed themselves to be photographed, and then sued for race discrimination. Boom!

Yes, this really happened.

You’ve heard of the “one-free-grope” rule. How about the “two-free-slurs” rule?

May 14, 2014 | by Eric B. Meyer

It was Gloria Steinem who, in discussing President Bill Clinton’s indiscretions with Paula Jones and Kathleen Willey, fashioned the “one free grope” rule. That is, while not condoning President Clinton’s actions, Steinem concluded that one touching is not sexual harassment — at least as a matter law.

Well, yesterday, the Fourth Circuit Court of Appeals, saw Steinem’s “one-free-grope” rule and raised her a “two-free-slurs” rule.

In Boyer-Liberto v. Fontainebleu Corp., (opinion (here), a black plaintiff alleged that her co-worker referred to her as a “porch monkey” twice in two days, from which she claimed to have been subjected to a racially hostile work environment.

The National Football League’s proposed “N”-word penalty: too far, or not far enough?

March 4, 2014 | by Eric B. Meyer

In a few weeks, the National Football League owners are going to consider a proposed rule governing the use of the “N”-word during a football game. If the rule goes into effect, any team with a player who uses the “N”-word during a game, will be assessed a 15-yard penalty.

Players, young and old, disagree on the rule.

Here are Michael Wilbon and Jason Whitlock from ESPN’s Outside the Lines debating the merits of the proposed new rule.

Bad things happen when management laments to HR that black people are ugly

February 18, 2014 | by Eric B. Meyer

Just a reminder that some managers still engage in really stupid behavior.

I was reading this case about an HR Manager of a dentistry practice.

Following an interview between a dentist in her practice and an African-American woman, the dentist allegedly commented to the HR Manager that the person would not be hired, as there were already too many blacks in Lewisville. The HR Manager then supposedly responded that “race is irrelevant.”

The guy fired for grab-ass at work may have been discriminated against

January 23, 2014 | by Eric B. Meyer

“My ears are burning…”

No, not you, Bill Clinton.

And not you either, Homer Simpson.

Social media? Anti-harassment? No workplace policy can prevent something this stupid…

January 22, 2014 | by Eric B. Meyer

On MLK Day, with a few of my co-workers and my four-year-old son, I performed community service. We went to a local center and spent a few hours making peanut butter sandwiches to feed the homeless.

Actually, we spent a half-hour or so making sandwiches. Most of us spent the remainder of the time continuing to make sandwiches, while my son ate peanut butter.

Win-win.

And we have an early contender for worst employment-law decision of 2014

January 16, 2014 | by Eric B. Meyer

That may be sugar coating it a bit.

A county employee, who applied for a lateral transfer, and ultimately received that transfer, was able to convince two judges on a federal appellate court that the transfer was discriminatory.

That’s right. An employee may have a discrimination claim for receiving the specific transfer he requested.

Maybe Facebook can’t tell you if a candidate is worth hiring, after all

January 10, 2014 | by Eric B. Meyer

According to a recent study soon to appear in the Journal of Management, not only is Facebook a horrible predictor of how younger recruits will perform for your business — there is absolutely zero correlation between Facebook activity and job performance — but those who rely upon Facebook to help judge potential younger recruits, are more likely to disqualify African-American and Hispanic candidates, in favor of Caucasian Facebook users.

Kashmir Hill details the study here in a recent article on Forbes.

So, if failing to meaningfully distinguish between younger job candidates, while increasing your odds of being sued for disparate-impact discrimination appeals to you, well then, have at it hoss!