Category Archives: EEO/Discrimination
MEDICAL PRIVACY QUIZ An employee informs her manager that she will need some sick leave because of pending knee replacement surgery. Her supervisor passes on that information on to her supervisors so that they are aware of a potential need … Continue reading
EEO RETALIATION QUIZ In which of the following situations will EEOC argue that the employee has been the victim of illegal retaliation under the Civil Rights laws? (1) An EEO Specialist was reprimanded for telling her manager that she thought … Continue reading
TRANSGENDER ROADMAP: 10 STEPS THE EEOC THINKS EMPLOYERS SHOULD TAKE The “Employment & Labor Insider” has done us all a favor with a new article spelling out what employers should be doing to accommodate the transgender worker. We thought practitioners … Continue reading
A LEGAL OVERVIEW OF RELIGIOUS DISCRIMINATION We ran across a pretty good article explaining various parts of the religious discrimination process and thought those of you interested in the topic might want to see it.
CHURCH LADY SMITES DOD Score another one for all the Sunday church-going Christians in their battle to spend their Sabbath worshiping. This time DOD learned the hard way that it must offer a “reasonable accommodation” to allow employees to practice … Continue reading
PREGNANT@WORK.ORG The Center for WorkLife Law and the University of California (Hastings) has just made life a little easier for those of us practitioners who have pregnant employees or members. Their web site pulls together lots of useful information, e.g., … Continue reading
WHO IS RESPONSIBLE FOR THIS BEHAVIOR? A newly hired employee of the Border Patrol asked for a reasonable accommodation because he had a learning disability. An agency psychiatrist diagnosed him as having a learning disability involving his reading, slow rate … Continue reading
WHEN IS FAILURE TO INVESTIGATE ILLEGAL RETALIATION? NAGE-SEIU confronted a situation where the agency refused to investigate an employee’s EEO allegation and suspected it was due to some lingering hostility toward the employee for having testified against the agency in … Continue reading
PREGNANT EMPLOYEES’ PATH TO WORKPLACE ACCOMMODATIONS The Supreme Court issued a decision earlier this year explaining the rights pregnant employees have to accommodations. We thought the decision was explained very well for practitioners by Jeff Nowak of FMLA Insights. So, … Continue reading
LEAVE TO ATTEND RELIGIOUS CONVENTIONS EEOC has gone out of its way to explain that feds are entitled to accommodations for a wide variety of religious activities. If you doubt us, check out RELIGIOUS DISCRIMINATION COVERAGE EXPANDING, CHURCH LADY SMITS … Continue reading