Discrimination In The Workplace

Discrimination – What Don’t Employers Get?

It seems like almost every day there is a newspaper or magazine article about another discrimination case going to court or one that has recently settled. The courts are burdened with a huge number of discrimination cases. You have to wonder – what don’t employers get?

Spelling It Out
‘Any aspect of employment’ covers hiring and firing, compensation, assignments, or classification of employees, transfer, promotion, layoff or recall, job advertisement, recruitment, testing, use of company facilities, training and apprenticeship programs, fringe benefits, pay, retirement plans, disability leave, or other terms of employment.

It also includes:
harassment on the basis of race, color, religion, sex, national origin, disability, age;
retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;

employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and
denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability.

Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group, pregnancy, childbirth or related conditions. It includes a recently enacted law with regard to military families.

State laws can add other protected classes. Basically, everyone is in a protected class except the white male between the age of 18 and 40 and there are even some exceptions here.

Chart A (bottom of article) shows a few examples of some of the discrimination cases recently settled in our court system. The costs are mind-boggling and can put a small business out of business.

Is it the attitudes of employers that get them in trouble? Is it that they don’t understand the law? Or maybe they don’t have the staff to keep them apprised of the law? Laws and regulations are constantly changing and if an employer does not have staff dedicated to human resources, it can be overwhelming. Many cases can be avoided if an employer takes the right steps.

What are those steps?

If you have a problem with an employee, do your homework. They have personnel on staff to advise employers of the laws and of their rights. They can quote you chapter and verse and guide you through the process, avoiding WOWunnecessary lawsuits and potentially large sums of money, as noted above. This service is free.

An employer taking advantage of this free service may avoid having to incur unnecessary costs and unwanted negative publicity. In these economically troubled times employers need to take advantage of whatever sources are available to assist their business.

Take advantage of some of the free services offered. This can be a big help and can potentially not only save an employer (especially a small business) money, but also keep bad publicity from your doorstep.

An employer can also contact an employment solicitor for advice. Make sure to find a reputable specialist in labor law as not all lawyers are thoroughly familiar with that field.

Chart A
Company / Discrimination / Cost to Employer
03.30.09 Newspaper / Sexual / £300,000
03.27.09 Photo Processing Plant / Age / £272,000
03.25.09 Surgical Center / Sexual / £290,000
03.24.09 Civilian employer / USERRA / £118,000
03.19.09 Airline / Disability / £850,000

International Trade


Everyone wants new customers and for their business to grow. But if that means expanding into new international markets, the prospect can be a daunting one.

How can you minimise the risks? How do you navigate your way through all the red tape? And how do you find the time and money to investigate overseas markets, while still running your business? That’s where we can help.

We have a dedicated team of experts with real life experience in many industry sectors and international markets. So whether we’re assessing your export potential or advising on export to specific regions, all the help you need is here.

Export Briefings

Commercial staff from the British Embassies, Consulates and High Commissions around the world make regular visits to the UK to brief British companies on the latest developments in their relevant markets and sectors.

These officers are employed by the British government to facilitate trade and two-way investment and are made up of British nationals and locally engaged citizens. The latter are recruited for their private sector knowledge and experience. Officers provide information, advice and assistance to small and medium sized exporters by:

  • informing them about the market and its potential
  • advising on local trading practices and difficulties
  • encouraging suitable new exporters to enter the market
  • resolving any specific problems of individual exporters
This entry was posted in Finance.

Credit Report Solutions


Get the complete credit report picture with a 3 in one credit report. This is a report that reveals credit history from the three nationwide credit reporting agencies. The advantage of a 3 in one credit report is that it provides a look into the same information that lenders have.

No Sharing

Credit reporting agencies do not share information. They are private, for-profit companies that compete for the same customers as other credit reporting agencies. Because these reporting agencies do not share with each other, each may have very different information. There is no law that requires data furnishers – businesses that report credit information – to inform each and every credit agency when a customer makes a payment on credit.

Consider a hypothetical case study. A customer with an account on file buys a product from a business and subsequently makes payment on that credit purchase. As a data furnisher, the business reports the timely payment to one of the credit reporting agencies. As the data furnisher is about to report to the other major credit reporting agencies, an important business call is received and they forget about completing the task.

The result is that one credit agency has a more complete record of that customer’s payment history. If the customer does not actively review their own credit profile and dispute the omission of timely payment history supported by proper documentation, there remains a very strong chance that there will be a divergence in information between the various credit reporting agencies.

This is the benefit of running a 3 in one credit report. By looking at the records side-by-side of each credit reporting agency, the credit account holder can more easily identify discrepancies and take the appropriate action. This simple solution can save the account holder a lot of money by improving the accuracy of the various credit reports. A better credit report increases the chance of obtaining credit and it improves the rates and terms that will be offered to the potential borrower.

This entry was posted in Finance.