Category Archives: EEO/Discrimination
POOP IS GINA PROTECTED (GUEST AUTHOR)- Is it lawful for an employer to collect genetic information from an employee, even if for non-discriminatory reasons? According to a recent a decision out of the Northern District of Georgia, the answer is … Continue reading
WHAT IS AN LGBT SLUR? OPM deserves credit for publishing, “Addressing Sexual and Gender Identity Discrimination in Federal Civilian Employment: A Guide to Employment Rights, Protections and Responsibilities.” It is a concise and clear explanation of how those who believe … Continue reading
EEOC TO PUBLICLY DISCUSS WORKPLACE HARASSMENT EEOC is holding a meeting on June 17 in Washington and on-line to discuss how to fight workplace harassment. If you are in DC or can get on-line access this seems like it will be … Continue reading
WERE THESE NON-SELECTED EMPLOYEES ADEQUATELY COUNSELED BY MANAGEMENT? Below are three paraphrased explanations Selecting Officials gave EEOC for not selecting three promotion applicants. Let’s assume that the Selecting Officials were just as open with the non-selected employees before EEOC got involved, took … Continue reading
Posted in EEO/Discrimination, Promotion/Hiring, Uncategorized
Tagged Patrick v. Ridge
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WHICH BATHROOM FOR TRANSGENDER EMPLOYEES? Here are the facts. Tamara Lusardi was working for the Aviation and Missile Research Development and Engineering Center in Huntsville, Alabama. As a known transgender employee, the agency forced her to only use a single-use … Continue reading
WHAT CHELIOTES JUST SHOWED ALL UNION LEADERS Arthur Cheliotes is the President of Local 1180 of the Communications Workers of America (CWA). It is an unusual union local because 1180 represents over 1,000 managers working for New York City. The … Continue reading
REASSIGNMENT VIA THE EEO ROUTE What’s a guy to do when his wife, who works for the same agency as he does, is transferred from San Diego to Washington, DC, he applies for a reassignment to DC himself under the … Continue reading
THE RIGHT TO A SIGN LANGUAGE INTERPRETER EEOC has said it all before, but yet another agency needed it said again when an employee with a severe hearing disability was not provided a sign language interpreter. EEOC pointed out that … Continue reading
IT IS TIME FOR THE TALK. THE BIRDS, THE BEES AND THE PDA. How much do you really know about that facts of life and particularly pregnant employees? Probably not enough, especially if you cannot answer the five questions below. … Continue reading
TIME CLOCK BARGAINING AND THE BIBLICAL MARK OF THE BEAST This is a case about religious discrimination you will find hard to forget. Like most everything else about workplaces these days automation is driving lots of change. One particular area … Continue reading