>>54083660You have no clue how crazy the business world is.
Al Sharpton showed up at our CEOs house at 9:00 at night with a camera crew wanting to know why we didn't have any black men on our board. We do now, scare tactics do work unfortunately.
Every EEOC complaint that is filed, we have to give the number of employees by race.
The EEOC will openly say that based on our employee make up, even with the quotas, that our employment practices are concerning. We lose more cases then we win, until the appeal and then we win more than 90%
Here is an EEOC call I had to attend this week. New employee, first week on the job, black man 24 years old.
Over 1 hour late second day, was warned
Over 1 hour late third day, was put on notice that any further late show in 30 days would be a termination (written in employee handbook)
Over 1 hour late fourth day, was fired
The EEOC pulled our records and determined that this was an unfair practice and ruled against us.
They found the case of a white male employee who had been late 3 times and was not fired. The difference is that the 3 times were over the course of 3 years.
The EEOC agent said that it did not matter.
We pointed out that the employee handbook directly addresses that 3 late arrivals in 30 days is a termination. 4 late arrivals in 60 days is a termination. 5 late arrivals in 90 days is a termination. Which is reasonable and if anything lenient.
The EEOC said our employee handbook was not the ruling party on the issue and that they were and they saw no difference between 3 late arrivals in a week and 3 in 3 years.
We are moving to appeal and will win but everyday gets a little crazier.
