When Eminem Becomes A CNA: Managing Employees In Today’s “Culture” W. Jonathan Martin II Constangy, Brooks & Smith, LLP * Alabama * California * Georgia * Florida * Illinois * Massachusetts* Missouri * North Carolina * * South Carolina * Tennessee * Texas * Virginia * Wisconsin * Why’s This Stuff Important? • Jury Awards $13 Million in Disability Discrimination Case (Las Vegas, Nevada 1999) • Jury Awards $30.675 Million Verdict in Age Discrimination Case (Youngstown, Ohio 2001) • Mistubishi Motors Settles Sexual Harassment Lawsuit for $34 Million (Normal, Illinois 1999) • Coca Cola Settles Race Discrimination Lawsuit for $192.5 Million (Atlanta, Georgia 2000) • Government Will Pay $508 Million to Settle Sex Discrimination Suit (CNN – March 22, 2000) What Do You Think? Janet and Frank work together. Frank likes to sing all day long. He frequently recites the lyrics to popular rap songs, which include the “N” word and the term “trick” to refer to females. Janet is offended by the lyrics and complains. Is it a big deal? Why? Business Week April 23, 2007 What Has Our “Culture” Become? Number One Show on VH-1! . . . Our Idols . . . . . . Our Movies . . . Highest Grossing R-Rated Movie of All Time! . . . Our Music . . . Calvin Broadus, a.k.a., Snoop Dogg, a.k.a., “The Doggfather” with “Drop It Like It’s Hot” . . . Our Southern Culture . . . . . . And It’s Only Getting Worse . . . . . . What’s Next ?! That Stuff Only Happens on TV, Right? Cost of A Snoop Dogg Song? In September 2007, EEOC sued a San Jose-based manufacturer of semiconductor production equipment because it failed to stop the racial harassment of an African American assembly technician who was forced to listen to a Vietnamese coworker play and rap aloud to rap music with racially offensive lyrics and because it fired the Black employee after he repeatedly complained about his work conditions. In June 2008, the manufacturer settled the case for $168,000 and agreed to amend its harassment policy to refer specifically to harassment through the playing of music, and to include offensive musical lyrics in its examples of racial harassment. See EEOC v. Novellus Systems, Inc., C-07-4787 RS (N.D. Cal. settled June 24, 2008). Framework for Analysis Two Types of Violations – Quid Pro Quo • Llampallas v. Mini-Circuits, Lab, Inc., 163 F.3d 1236, 1246 (11th Cir.1998). – Hostile Work Environment • Burlington Indus., Inc. v. Ellerth, 524 U.S. 742 (1998) The Distinction is Important ! – Vicarious Liability for Quid Pro Quo – No Affirmative Defense for Quid Pro Quo How Does Popular Culture Fit In? Courts routinely remind plaintiffs that “Title VII is not a federal civility code,” Mendoza, 195 F.3d at 1245; see also Baskerville v. Culligan Int'l Co., 50 F.3d 428, 430 (7th Cir.1995) (“Title VII does not attempt to purge the workplace of vulgarity”); R&R Ventures, 244 F.3d at 339 (“Boorish behavior may exist apart from any propensity to discriminate”); The modern notion of acceptable behavior -- as corroded by instant-gratification driven, cultural influences (e.g. lewd music, videos, and computer games, “perversity-programming” broadcast standards, White House “internal affairs” and perjurious coverups of same, etc.) has been coarsening over time; therefore, What courts implicitly ask the “Title VII victim” to tolerate as mere “boorish behavior” or “workplace vulgarity" must, once placed in the contemporary context, account for any “Slouch Toward Gomorrah” societal norms might take. Breda v. Wolf Camera & Video, 2001 U.S. Dist. LEXIS 9328 (S.D. Ga. 2001) There’s a Two Part Test to Establish That Conduct Was Sufficiently Severe & Pervasive Subjective – The employee must “subjectively perceive” the harassment as sufficiently severe and pervasive to alter the terms or conditions of employment Objective – This subjective perception must be objectively reasonable. . . “the objective severity of harassment should be judged from the perspective of a reasonable person in the plaintiff's position, considering ‘all the circumstances.’” Elements of the Objective Part (1) The frequency of the conduct; (2) The severity of the conduct; (3) Whether the conduct is physically threatening or humiliating, or a mere offensive utterance; and (4) Whether the conduct unreasonably interferes with the employee's job performance. Allen v. Tyson Foods, 121 F.3d 642, 647 (11th Cir.1997) How It All Fits Together The courts should examine the conduct in context, not as isolated acts, and determine under the totality of the circumstances whether the harassing conduct is sufficiently severe or pervasive to alter the terms or conditions of the plaintiff's employment and create a hostile or abusive working environment. Mendoza, 195 F.3d at 145. Let’s Expand Our Analysis After All Title VII Applies to . . . •National Origin – Miller v. Kenworth of Dothan, Inc., 277 1269, 1278 (11th Cir. 2002) •Race – Chambers v. Walt Disney World Co., 132 F. Supp. 1356, 1370 (M.D. Fla. 2001) •Gender – Smith v. First Union, 202 F.3d 234 (4th Cir. 2000) •Religion – EEOC v. Univ. of Chicago Hosp., 276 F.3d 326 (7th Cir. 2002) What’s Not Harassment? •Requiring Work •Regular Attendance •Normal Discipline •Gruff & Abrupt Behavior Employee Relations – Practical Guidance • Be respectful. Be consistent. Have policies to promote respect and consistency. • Make decisions based upon legitimate business reasons. Have practices which support and encourage business-based decision making. • Cover Your Assets (also known as “CYA”). This means document, document, document. And document some more. • Protect others’ privacy, their confidential information, their reputations. But don’t promise “confidentiality.” • When you are over your head, avoid “winging it.” Get help. Investigations Practical Guidance Case Analysis – – – – – – – – Conduct “Because Of” Protected Class Frequency of Conduct (Daily vs. 3x in 10 Years) Severity of Conduct (Asking Out vs. Sexually Graphic) Effect of Conduct on Ability to Make Living Supervisory Action Tangible Action Retaliation When did Plaintiff File a Charge with the EEOC Harassment Policy Practical Guidance “Sexual Harassment Policy” – Is it limited to “sexual harassment” only? – How was it communicated to employee? • In writing? • In handbook? • Employee Seminars? Reporting mechanisms clear? – Are there alternatives to reporting to supervisor? – What is the extent of management training (i.e., mandatory supervisory training)? – Is there a “reason” not to report? Four Key Points To Remember Know and follow all policies & procedures that prohibit unlawful harassment, discrimination or retaliation. Remember the Golden Rule. Treat others with dignity and respect. If you think your action might be improper, it probably is – so don’t do it! Let’s Talk About the Getting The Most Out of Your People! 3 Rules for Managing People Leading 7 “Leaders” You Can’t Afford • I’m The Boss . . . Don’t You Forget It! • Uncertain (“My Boss Is Telling Me . . .”) • Inconsistent “Leaders” (Favoritism) • Deceptive (Promises They Don’t Intend To Keep) • Foul Language “Leaders” • Negative “Leaders” • Absent “Leader” (Always In Office) ABC’s Of Employment Law • • • • • A - Always B - Be C - Consistent D - Document E - Everything Practice # 1 Make Common Sense Common Practice Practice # 2 Take a Second Look At First Impressions Final Practice Follow The Golden Rule And The Gold Will Follow! It’s Not the Big Things . . . Maintaining Morale: 6 Ways to Reward Employees • • • • • • Volunteer to do Person’s Least Desirable Work for an Hour Paychecks Go Out –Write a Note Concerning Employee’s Accomplishment Have Lunch or Dinner with an Employee or Group of Employees You Don’t Normally Spend Time With Look for Opportunities to Recognize Employees Visit Employees in Their Time of Need Praise Employee in front of Spouse or Children I’m No Rocket Scientist . . . But Insanity: doing the same thing over and over again and expecting different results. Albert Einstein US (Germanborn) physicist (1879 - 1955) Questions?