17267723_sTwo years ago we asked: “Can You Pass ‘The Acid Test'” (see post of January 29, 2012).   For those of a certain age and mindset, this flashback meant something other than employee handbooks and anti-discrimination policies.   But nevermind — we wanted to know how many questions an employer could answer in the affirmative to

The EEOC sued a Denver beverage distributor under the ADA, claiming that it eliminated a legally blind employee’s job as a driver’s helper, and refused to hire him as a night warehouse loader because it believed that he could not safely perform the functions of loading cases of liquor and kegs of beer into trucks.  

One year ago, we asked employers the key question “Can You Pass The Acid Test?”

That is, can you feel secure that you have taken all possible steps to avoid discrimination or harassment lawsuits that, even if you win, can cost hundreds of thousands of dollars to defend?    We wrote:  “An ounce of prevention

Do I have any understanding of the many anti-discrimination laws governing the workplace? Do I have any policies or procedures in place that will help me if I get sued by a disgruntled employee? Am I prepared for a discrimination lawsuit if it comes my way?

 

Good questions to answer in the affirmative. Can you also answer

We commend for your edification an excellent and timely article written by our colleague,  Jonathan Ash, in his blog New Jersey Human Resources.  

He says that  "the start of the new year is an excellent time to revisit and re-evaluate the policies contained in your Company’s Employee Handbook," and discusses topics such as workplace violence,

As all employment lawyers, we harangue clients to draft and follow employment policies and procedures manuals. Such manuals can be of great assistance in warding off discrimination claims and in winning them.
 

However, it should be obvious that this is surely not the case if the employment policies and procedures manual memorializes a discriminatory

We thank today’s Law360 Employment for reporting on three newly-filed discrimination suits, implicating issues of race, national origin, gender, age, religion, sexual orientation, and retaliation. All this in just three lawsuits. All three plaintiffs allege that they were fired based upon these protected categories.

The Library of Congress was sued in federal court in Washington,

In a number of recent blogs, we reported the number of cases of pregnancy discrimination is rising rapidly — in fiscal 2011, there was an increase of 23% in the number of EEOC charges alleging pregnancy discrimination.

On February 17th we wrote that with women making up almost one half of the workforce, experts