We can’t overemphasize the importance of having consistently applied, non-discriminatory employment practices. While such practices can’t prevent law suits, they can help win them, even in the face of difficult facts. A good example is a found in a recent decision by the U.S. Court of Appeals for the Third Circuit (covering Delaware, New Jersey, [...]
So far, Title VII of the Civil Rights Act does not include “tattooed” as a protected classification. Moreover, there is no such thing as an “Americans with Tattoos Act.” But does this mean employers can never face liability for firing a tattooed employee? Not really.
Discriminatory Enforcement
While there is no special protection for tattooed employees, employers [...]
Even with excellent harassment-free training, employers cannot always prevent harassment. That’s why your employee handbook must have a clear, effective open-door policy. Such a policy saved the Hyatt Regency Cleveland in the recent decision by the U.S. Court of Appeals for the 6th Circuit.
A recent decision by the Federal Court in Rhode Island is a good reminder that employers are ultimately responsible for employees’ actions even if not authorized. In Babbitt v. PRI XVII LP, the plaintiff, Odessa Babbitt, complained she was constantly harassed by male co-workers at the Defendant’s hotel where she worked as a room attendant for three months.