“How do we square these two rulings”?  

We asked this question on May 15th apropos a new decision from a three-judge federal appeals court panel sitting in Virginia which ruled that an employee’s calling the African-American plaintiff a “porch monkey” on two occasions did not constitute a hostile work environment.   After all, it was

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

Well, I think that we’ve established that there is, indeed, a word that is so sexually harassing that it may very well rival the "N-word."   Our post last week about the "N-word" and sexually harassing words drew a lot of comments, especially when we asked whether there might be a similar sexually harassing word as severe as the “N-word” in

Our post about the “N-Word” and sexually harassing words drew a lot of comments.  Let’s give Laurie Butler, a labor relations specialist from Nashville, the last word on this one.

We noted two federal appellate decisions which seemed to diverge when it came to the courts’ different perceptions as to the severity of a particular

Are the courts crafting a bright-line test to determine when a crude and offensive remark is severe enough by itself to constitute a hostile work environment?  Or a sliding scale of severity, perhaps giving crude and offensive remarks different numerical values on the “crude and offensive” scale? And are the courts distinguishing severity based upon whether

This Utah company must be the poster child for the “worst practices” award: a company supervisor repeatedly called a class of African-American employees racial slurs such as the “N-word;” the company had an anti-harassment policy which directed employees to report harassment to their harassing supervisor; and the company fired one of the employees for complaining.

On February 4, 2013 we published a post noting that juries do not like nooses or the N-word in the workplace.  Our post commented on a North Carolina federal jury which had just awarded $200,000 in compensatory and punitive damages against a trucking company on behalf of two former African-American truck drivers who were repeatedly subjected to such racist harassment.