re: #383 Dark_Falcon

If a person is a racist, then IMO management needs to get rid of them once they become aware of said racism. To continue to employ that individual would place the company at greatly increased risk were the company to be sued for discrimination if that person had any involvement with the discrimination whatsoever.

“Ladies and Gentlemen of the jury, this firm knew this person was a racist and continued to employ her! How can that not be proof my client was subjected to a hostile work environment?”

Objection, your honor. The plaintiff’s attorney is assuming facts not in evidence and is calling for for both conclusion and speculation.

Seriously, Dark. The only the firm knows is if someone makes the effort to tell the firm, or if the individual allows the knowledge to become common. So what you’re saying is that you want to go on a little vigilante trip and force the company to know her opinions, tie her to both opinions and company, so they have to fire her to protect themselves.

What you’re potentially risking in doing that, by the way, is a defamation suit, with intent to harm the individual. (Truth is not a defense against defamation in the US unless the individual is a public figure.)