How much is enough?

On May 15th we wrote that the test for a hostile work environment is, in sum, that harassing acts or epithets must either be severe or pervasive, and we asked “how many times an employee must endure a crude and offensive racial or other epithet for the situation to become a

Our recent post asked “how many times an employee must endure a crude and offensive racial or other epithet for the situation to become a hostile work environment?”   We also asked “Is management simply unaware or oblivious, or is the workplace environment top-down, and employees simply conduct themselves in accordance with what they feel

Very few topics which we have discussed in this blog have produced more reader comments than racial harassment, and specically racial slurs and epithets.   On May 15th we asked, based upon a few court decisions which we found difficult to reconcile,  how many many racial slurs must be made before a hostile work environment is

The Herald News out of Halifax has reported on a racial harassment case involving use of the term “lynching” in the context of a performance review of a black salesperson.

The sales manager at a Nova Scotia furniture store called a black sales associate in front of customers “Condoleezza Rice,” and told her her hair

The EEOC has just announced that “In the past two months, the EEOC has had several cases involving severe racial harassment, including a $2.7 million settlement against an environmental clean-up company, and a harassment case in which a white employee was the victim.”   It has also just announced (1) the settlement of a long running