{"id":697,"date":"2014-10-22T13:35:36","date_gmt":"2014-10-22T13:35:36","guid":{"rendered":"https:\/\/www.bfvlaw.com\/williams-brothers-comment-results-suspension-russian-tennis-federation-president\/"},"modified":"2014-10-22T13:35:36","modified_gmt":"2014-10-22T13:35:36","slug":"williams-brothers-comment-results-suspension-russian-tennis-federation-president","status":"publish","type":"post","link":"https:\/\/www.bfvlaw.com\/williams-brothers-comment-results-suspension-russian-tennis-federation-president\/","title":{"rendered":"\u201cWilliams Brothers\u201d Comment Results in Suspension of Russian Tennis Federation President"},"content":{"rendered":"

Corporate America often complains that it is too easy for employees to file frivolous lawsuits, especially lawsuits based on alleged discrimination.\u00a0 Certainly, there are employees who file meritless lawsuits.\u00a0 It is also true that given the promulgation of the ADA, ADEA, EPA, ERISA, FMLA, OSHA, Title VII, and a number of other laws and regulations that govern the workplace, almost everyone falls within some protected classification. \u00a0Statistical data further suggests that defending discrimination claims has become as much a part of day-to-day business as managing inventory. For example, in FY 2013, the EEOC received an amazing 93,727 charges of discrimination.\u00a0 On the bright side for employers, this was a decrease from the 99,412 charges filed in FY 2012.<\/p>\n

While employers have valid concerns about the legal system, there are numerous situations where employers, through the foolish conduct of their employees, are responsible for becoming the target of discrimination claims. \u00a0In fact, many claims could be avoided if employers followed one simple principle: Do not say insensitive things to employees in the workplace.\u00a0 In other words, think before you speak.<\/p>\n

The genesis of most discrimination claims is an employee\u2019s belief that he or she was treated differently or unfairly.\u00a0 An employee\u2019s belief is solidified when management makes some kind of insensitive remark about the employee\u2019s protected characteristic (such as race, sex, ethnicity, religion, national origin, age, or disability).\u00a0 These types of remarks can be used as circumstantial evidence to show bias.\u00a0 The more offensive the remark, the stronger the claim may become. \u00a0Even a frivolous or disingenuous claim of discrimination can get some legs if it is supported by an inappropriate, unprofessional or offensive comment.<\/p>\n

What types of comments are these?\u00a0 Russian Tennis Federation President and IOC member Shami Tarpischev\u2019s recent statement about Venus and Serena Williams is a classic example. \u00a0\u00a0Tarpischecv appeared on a Russian talk show this month with\u00a0tennis player Elena Dementieva. When Dementieva was asked what it was like playing against the Williams sisters, Tarpischev interjected and called them the \u201cWilliams brothers.\u201d If that was not bad enough, Tarpischev further stated that \u201cit\u2019s scary when you really look at them.\u201d<\/p>\n

As a result, the WTA fined Tarpischev $25,000 and suspended him from WTA Tour involvement for a year.\u00a0 Serena Williams applauded the WTA\u2019s actions:\u00a0 \u201cI think the WTA did a great job of taking [the] initiative and taking immediate action to his comments,\u201d Williams said Sunday in Singapore ahead of her WTA Finals defense. \u201cI thought they were very insensitive and extremely sexist as well as racist at the same time. I thought they were in a way bullying.\u201d\u00a0 For a full summary of the story see http:\/\/espn.go.com\/tennis\/story\/_\/id\/11726918\/serena-williams-responds-russian-tennis-federation-official-comments-supports-suspension<\/a>.<\/p>\n

Tarpischev\u2019s comment is exactly the type of comment that can encourage the filing of a discrimination claim.\u00a0 If the comments are made frequently they can create what is referred to as a hostile work environment.\u00a0\u00a0 More specifically, under Title VII of the Civil Rights Act of 1964, sexist and racial \u201cjokes,\u201d or offensive or derogatory comments constitutes unlawful harassment if the conduct creates an intimidating, hostile, or offensive working environment, or interferes with the individual\u2019s work performance.\u00a0 While Tarpischev claims his comments were taken out of context, harassment does not require an intent to offend.\u00a0 It is the impact the statements have that is important.<\/p>\n

Given Tarpischev\u2019s leadership position, one could argue that his comments are extremely impactful.\u00a0 Indeed, Russian WTA touring pro Maria Sharapova also condemned his comments and found them offensive:\u00a0 \u201cI think they were very disrespectful and uncalled for, and I\u2019m glad that many people have stood up, including the WTA. It was very inappropriate, especially in his position and all the responsibilities that he has not just in this sport, but being part of the Olympic committee.\u201d<\/p>\n

Arguably, Tarpischev\u2019s comment alone is not sufficiently severe or pervasive to create a sexually or racially hostile environment under the law.\u00a0 This does not mean that the comment could not be used to support a claim or establish bias in a subsequent lawsuit.\u00a0 Furthermore, the WTA\u2019s suspension of Tarpischev and the media attention surrounding the suspension prove that the consequences of making these types of comments can be damaging, even without litigation.<\/p>\n

It is true that employers are often forced to defend against frivolous lawsuits.\u00a0 But too often company representatives say insensitive things in the workplace that upset employees and fuel lawsuits.\u00a0 Even otherwise frivolous claims can be strengthened by the existence of inappropriate comments.\u00a0 This is regretful, because it being unprofessional when it comes to an employee\u2019s protected characteristic is stupid and avoidable.<\/p>\n","protected":false},"excerpt":{"rendered":"

Corporate America often complains that it is too easy for employees to file frivolous lawsuits, especially lawsuits based on alleged discrimination.\u00a0 Certainly, there are employees who file meritless lawsuits.\u00a0 It is also true that given the promulgation of the ADA, ADEA, EPA, ERISA, FMLA, OSHA, Title VII, and a number of other laws and regulations […]<\/p>\n","protected":false},"author":14,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mo_disable_npp":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[4,10],"tags":[74,75,76,19,21,77,78,79,80,81,82,83,84],"acf":[],"yoast_head":"\nComment Results in Suspension of Russian Tennis Federation President<\/title>\n<meta name=\"description\" content=\"When Elena Dementieva was asked what it was like 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