Uncategorized

No, the law does not necessarily require this, although many companies often take this dramatic step to resolve a harassment situation.  Yet as the Fifth Circuit U.S. Court of Appeals recently ruled, disciplinary actions less than discharge can often satisfy the law’s requirements and protect an employer from legal liability.  See Williams-Boldware v. Denton County, Texas.  Given the broad range of conduct that employees may perceive as harassing, employers should be aware of the options

On March 6, 2014, the U.S. Equal Employment Opportunity Commission issued two new technical assistance publications addressing workplace rights and responsibilities with respect to religious dress and grooming under Title VII of the Civil Rights Act of 1964. The EEOC published a question-and-answer guide and an accompanying fact sheet describing variations employers must allow from dress codes for religious reasons.  The guidance reminds employers that they must grant employee requests for reasonable accommodations due to