Last week’s post about blatantly discriminatory job ads in New Zealand elicited a number of comments from folks who could not believe that such ads were actually published.  To remind you, these were some of  the ads:

* Young and vibrant waiting staff wanted

* We’re looking for vibrant salespeople with a young, passionate energy

Short but informative article today in The Washington Post about the rapid growth of employment retaliation claims — fifth year in a row that it has overtaken all other discrimination claims.

Employers should carefully study our many posts about retaliation!

retaliation : Retaliation Green Road Sign on Dramatic Blue Sky with Clouds.

For an explanation the author cites, among other things, the Supreme Court decisions in Burlington

The EEOC has announced that it has sued a West Virginia mining company for national origin discrimination.  The company allegedly knew that its supervisory and non-supervisory personnel were regularly subjecting an employee of Polish ancestry to “degrading and humiliating comments, taunts and slurs.”

Title VII, of course, protects employees from national origin discrimination and harassment.

One of my previous blog posts — “A Refresher Course for Employers on Retaliation” – was selected to become a chapter in a book by Professor George Seidel, Williamson Family Professor of Business Administration and   Thurnau Professor of Business Law, Ross School of Business at the University of Michigan.

The book is entitled

On Monday, the National Labor Relations Board (“NLRB”) puts its considerable weight behind protecting employees who try to garner support for their harassment claims.  In Fresh & Easy Neighborhood Market, Inc., the Board held that where an employee solicits statements from fellow employees to support a claim of harassment that is “concerted activity” protected

Don’t discuss employees’ religion with them, especially not at a mandatory meeting, no matter how well-intentioned you are.   And certainly don’t take adverse employment actions against an employee who opposes such a company practice.   That is called “retaliation,” and it is illegal, sometimes even if the underlying practice is not.

Settlement Of Retaliation Suit Gives

14674480_sApparently we posted too soon.  Just yesterday we discussed the case of a group of Hawaiian farms and a labor contractor sued by the EEOC for allegedly harassing and mistreating Thai farmworkers.

We wrote that “[t]his week the EEOC announced that it had settled the case with four of the Hawaiian farms for an aggregate

Thought that only the US Congress was capable of passing laws with drafting errors? 9239905_s

Seems that this is what happened in the UK, which has a statutory prohibition against employee “victimisation”– in the US we might refer to this as discrimination and/or harassment.  The issue which has befuddled a few courts in the UK until

Our May 1st post warning against retaliating against employees even after they have left employment elicited this important reader tip:

Michal Longfelder, an employment attorney in the San Francisco area, properly cautioned:

“A related cautionary note is to be sure to include a “No rehire” provision the any release with a former employee.