Harassment and PTSD

A manufacturer in Wyoming agreed to pay $75,000 to settle an EEOC suit alleging that a supervisor harassed an employee about his military service-related Post Traumatic Stress Disorder (PTSD).  The suit alleged that the supervisor referred to the veteran-employee by derogatory terms and ridiculed the employee’s PTSD treatments. In addition to the settlement payment, the… Continue reading Harassment and PTSD

EEOC Seeks Public Input on Unlawful Harassment Enforcement Guidance

On January 10, 2017, the EEOC published proposed enforcement guidance on unlawful harassment.  The guidance, designed for employers and employees, sets forth the EEOC’s views on federal harassment law, and provides explanatory examples and recommended  practices for employers to follow.  The EEOC is accepting public comment on  the proposed guidelines until February 9, 2017.  We… Continue reading EEOC Seeks Public Input on Unlawful Harassment Enforcement Guidance

EEOC Issues Guidance for Employees with HIV Infection

Yesterday, the EEOC issued two publications that address important issues for employees with HIV infection.  As the EEOC’s press release explains: “Living With HIV Infection: Your Legal Rights in the Workplace Under the ADA” – explains that applicants and employees are protected from employment discrimination and harassment based on HIV infection, and that individuals with… Continue reading EEOC Issues Guidance for Employees with HIV Infection

Give the Woman a Mat to Stand On

We frequently post about employer obligations to accommodate disabled employees.  Generally, accommodation is required unless an employer can show that the requested accommodation imposes an undue hardship. Not surprisingly, litigation often focuses on whether a particular accommodation imposes an undue hardship, an analysis that considers the nature and cost of the accommodation, the financial resources… Continue reading Give the Woman a Mat to Stand On

Disability Accommodation for Job Applicants

A recent EEOC press release is a reminder that employer obligations to provide reasonable accommodation extend to job applicants.  According to the EEOC, during the interview and orientation process, a Texas employer discovered that two job applicants were hearing impaired (because the applicants were using sign language with each other).  The employer refused to provide… Continue reading Disability Accommodation for Job Applicants

DOL Q&A on Pregnancy Discrimination

A Q&A with the Women’s Bureau Director of the DOL about pregnancy discrimination was posted on the DOL’s Blog last week.  The post includes an interesting interactive map of laws regarding pregnancy discrimination. The Q&A is here: http://blog.dol.gov/2015/02/13/qa-with-womens-bureau-director-latifa-lyles-on-pregnancy-discrimination/ The map is here:  http://www.dol.gov/wb/maps/  

EEOC 2014 Enforcement Data Released

The EEOC just released statistics on claims filed/settled in 2014.  The percentage of charges alleging retaliation reached its highest amount ever: 42.8%.  Also of note, on a national basis, the second most common charge filed was for race discrimination (including harassment), followed by sex discrimination (including pregnancy and sexual harassment).  In Oregon, 210 charges were… Continue reading EEOC 2014 Enforcement Data Released