Category Archives: EEO/Discrimination
MANAGEMENT LIABLE IF PUBLIC HARASSES EMPLOYEE What can an employee do if a member of the public regularly sexually harasses her? For example, suppose the person regularly makes sexually suggestive comments, perhaps touches the employee on the arm or shoulder, … Continue reading
WHEN EMERALDS FIGHT VULCANS UNIONS LOSE When is it correct for a labor union to work with management to oppose back pay and other relief for the victims of management’s racial discrimination? Stumped? Well, take a look at this actual … Continue reading
WHEN EMPLOYEES MAKE MANAGERS SAD Perhaps she has watched too much of TV’s “Dr. Phil,” but when a Treasury Department manager met with a dissatisfied employee no one had to ask her “How does that make you feel?” As she … Continue reading
WHAT DO SELECTING OFFICIALS OWE BQ CANDIDATES? A LOT! Law requires selecting officials to explain to non-selected BQ promotion applicants why they were passed over. In fact, it requires them to be quite specific about why. See if you can … Continue reading
WHAT IS A “SUBSTANTIALLY YOUNGER” FEDERAL EMPLOYEE? Here’s a hint. It is someone over 40 years old. Need another hint? It is also someone who applied for promotion. Still stumped? It is someone who got the promotion instead of a … Continue reading
LESBIAN RUMOR COSTS HOMELAND SECURITY $100,000. When rumors started to spread about a lesbian relationship among three women and favoritism by the manager among them, one of those women complained to agency managers asking them to make the rumors stop. … Continue reading
ANOTHER “CAT’S PAW” DISCRIMINATION VICTORY Is it possible to prove illegal EEO retaliation when the promotion selecting official had no knowledge that the an applicant she passed over ever had filed an EEO charge? Yes, it is possible if you … Continue reading
HAIR! Many law enforcement agencies demand that their officer/agents be clear-shaven at all times because they believe, without a scintilla of evidence, that makes them more effective. But a large number of officers/agents believe that intrudes unnecessarily on their personal … Continue reading
Posted in EEO/Discrimination
Leave a comment
THE “PLAINLY SUPERIOR” PROMOTION GRIEVANCE THEORY Never heard of it? It is the argument to use when grieving non-selection from a list of properly ranked and rated best qualified employees. At least this is one of the ways. Here is … Continue reading
DREADLOCK DISCRIMINATION Although we do not hear much about agencies prohibiting dreadlocks, we doubt the issue is over forever. So, take a minute to see how to push back against an agency demand to be dredlock-free. Check out the EEOC … Continue reading