Third-Party Harassment

Our post about anti-discrimination laws trumping patient (or customer) preference, i.e., an employer cannot comply with a patient request not to have an African-American nurse, brought the below guidance from one of our faithful readers.  We have also reprinted an earlier post of ours which is (somewhat) on point.

Claudia D. Orr, a

A Nevada engineering company, which the EEOC accused of requiring a pregnant employee to be certified to carry live ammunition and explosives, has — surprise! — just settled this case of pregnancy and disability discrimination for $70,000. 

  The employee was a pregnant and disabled technical assistant who was employed, along with her husband, at the Hawthorne Army Depot.  The EEOC alleged