.
. WHAT
. WHAT DO
. WHAT DO YOU MEAN WHAT ABOUT THE WEAPONIZED GUY FLYING AROUND?
WELCOME BACK TESHAWN WE ST
LOUIS BROWN AND KRUPIN KEEPS
ASKING FORMED ON ALL SORTS
OF TOPICS AND THIS WEEK ED
HERRMAN FROM BROWN AND KRUPIN
IS HELPING US BETTER UNDERSTAND
EMPLOYMENT DISCRIMINATION.
AND HIRMAND SO HAPPY TO HAVE
YOU BACK ON QAUMI ST. LOUIS.
THANKS FOR HAVING ME BACK.
IT'S BEEN A WHILE AND HAS BEEN
MOSTLY COVERED IT WELL WE HAVE
A SERIOUS TOPIC TODAY.
FIRST OF ALL CAN YOU DEFINE
EMPLOYMENT DISCRIMINATION?
YOU KNOW A LOT OF PEOPLE LOOK
AT IT A LITTLE TOO NARROWLY AND
THEY THINK IT'S MAYBE YOU KNOW,
YOU DIDN'T GET AN OPPORTUNITY
BECAUSE OF SOME SOME AREA THAT
YOU'RE IN A PROTECTED CLASS.
IT GOES A LITTLE BIT BEYOND
THAT.
FIRST LET ME JUST TALK ABOUT
WHAT A PROTECTED CLASS THERE
ARE CERTAIN AREAS WHERE WE
ALLOW DISCRIMINATION IF THEY
WANT TO DISCRIMINATE YOU GET
BECAUSE YOUR APPEARANCE BECAUSE
YOU DON'T LOOK GOOD IN THE
COSTUME BECAUSE YOU DON'T
YOU'RE NOT TALL ENOUGH AND THEY
CAN DO THAT.
BUT WHAT THEY CAN'T DO IS THEY
CANNOT DISCRIMINATE EMPLOYER
BASED ON ON RACE OR COLOR ON
RELIGION, GENDER OR SEXUAL
ORIENTATION WHICH IS RELATIVELY
NEW TO THIS AGE.
YOU KNOW, BECAUSE YOU'RE OLDER
YOUR NATIONALITY OR BECAUSE YOU
HAVE A DISABILITY, THAT MEANS
THAT IT CAN'T BE THE REASON WHY
THEY DON'T HIRE YOU.
IT CAN'T BE THE REASON WHY THEY
DON'T PROMOTE YOU.
IT CAN'T BE THE REASON WHY THEY
CUT YOUR HOURS DOWN AND IT
CAN'T BE THE REASON WHY THEY
CREATE A HOSTILE WORK
ENVIRONMENT SO ANY OF THOSE
THINGS WOULD FALL UNDER A
DISCRIMINATORY PRACTICE.
WHAT DOES ADVERSE EMPLOYMENT
ACTION ACTUALLY LOOK LIKE?
WELL, YOU KNOW, THAT'S THE
THING.
IT CAN BE IT CAN BE A LOT
OF THINGS.
IT CAN BE YOU'RE THE ONE THAT'S
ALWAYS ASKED TO WORK LATE AND
NONE OF THE OTHER PEOPLE AND
IT'S BECAUSE YOU KNOW, YOU
THINK WHERE YOU CAN PROVE THAT
IT'S BECAUSE OF YOUR GENDER,
YOU KNOW, THEY KNOW THE WOMEN
ARE GOING TO SAY NO.
YOU KNOW, I DON'T THINK THE MEN
WILL WORK BECAUSE OF YOUR RACE
.
IT COULD BE THAT YOUR HOURS ARE
GETTING CUT BECAUSE THERE'S NOT
ENOUGH WORK TO GO AROUND AND
SOMEHOW THE ONLY PEOPLE GETTING
CUT ARE THE WOMEN AND
SOMETIMES, YOU KNOW, PEOPLE
WILL GO ON ANTIQUATED THINGS.
IT DOESN'T HAVE TO BE MOTIVATED
BY HATE.
YOU KNOW, THERE ARE SITUATIONS
WHERE A COMPANY SAYS WELL,
WE'RE GOING TO LAY OFF PEOPLE,
WE'RE GOING TO LAY OFF PEOPLE
THAT HAVE BEEN HERE A LONG TIME
BECAUSE THEY'RE MAKING THE MOST
MONEY AND WE'RE GOING TO
REPLACE THEM WITH YOUNGER
WORKERS.
WELL, THAT'S THAT'S A VERSION
OF AGE DISCRIMINATION.
YOU CAN'T JUST GET RID
OF PEOPLE SIMPLY BECAUSE
THEY'RE OLDER EVEN IF THE
REASON YOU DID IT MAY HAVE BEEN
TO SAVE MONEY FOR THE BUSINESS
DOESN'T HAVE TO BE BORNE OUT
OF ANIMOSITY.
IT JUST HAS TO BE BECAUSE
OF THAT REASON.
SO WHAT SHOULD PEOPLE DO IF
THEY FIND THEMSELVES IN THIS
SITUATION?
WELL, YOU KNOW, IT TAKES
COURAGE.
NOBODY WANTS TO LOSE THEIR JOB.
NOBODY WANTS TO BE VIEWED AS A
COMPLAINER.
BUT IF YOU DO THINK YOU'VE BEEN
A VICTIM OF IT, YOU REALLY DO
NEED TO REPORT IT IN THE FIRST
60 BECAUSE OTHERWISE YOU'RE
GOING TO REALLY LIMIT YOUR
RIGHTS AND YOU CAN KEEP A
JOURNAL OF WHAT'S GOING ON WITH
AS MANY DETAILS AS YOU CAN AND
ANYBODY THAT MIGHT HAVE
WITNESSED ANYTHING AND MAKE THE
REPORT WITHIN 60 DAYS AND THEN
YOU COULD FILE A CLAIM WITH THE
EEOC WHICH YOU CAN DO ONLINE A
LOT OF TIMES THE EEOC WON'T
FIND ANY EVIDENCE DIRECTLY BUT
THEY'LL GIVE YOU WHAT'S CALLED
THE RIGHT TO SUE LETTER AND
THAT ALLOWS YOU IF YOU WANT TO
BRING A CASE AGAINST YOUR
EMPLOYER, IT ALLOWS YOU TO HIRE
A LAWYER.
WE DON'T HANDLE THAT KIND
OF CASE OF BROWN RECRUITMENT
BUT WE ARE CONNECTED WITH A LOT
OF FIRMS THAT ARE EXPERTS AT
THIS AND IF SOMEBODY WERE TO
CALL US WE WOULD CERTAINLY PUT
YOU IN TOUCH WITH THEM.
AND HOW IMPORTANT IS IT TO HIRE
AN ATTORNEY IN THIS SITUATION?
WELL, I'LL BE HONEST I WOULD
SAY VERY IMPORTANT TO THE POINT
THAT YOU COULD IF I WAS THE
VICTIM OF IT EVEN AS THE
ATTORNEY SINCE IT'S NOT MY AREA
OF PRACTICE, I WOULD TRY TO
AN ATTORNEY BECAUSE THIS ISN'T
THE KIND OF STUFF THAT'S COMMON
SENSE.
THIS IS THE STUFF THAT'S REALLY
BORNE OUT OF SPECIFIC STATUTES
AND A LOT OF DEADLINES, A LOT
OF TIMEFRAMES.
AND IF YOU DON'T REALLY HAVE A
PERSON THAT KNOWS THAT THE
CHANCES OF SCREWING UP YOUR
CLAIM ARE JUST ABOUT 100
PERCENT.
WELL, ED, THANK YOU SO MUCH FOR
YOUR TIME.
ANYTIME IF YOU NEED LEGAL
ADVICE, GIVE THE EXPERTS AT
BRADON KRUPIN A