Maybe that’s a function of where I live and the fact that gays and lesbians are treated as equals here.

Gays and lesbians I know don’t feel like they need special laws to protect them. They feel like they do okay on their own, and they are much more interested in civil unions than in workplace protection bills.”

I can see where you’re coming from, but it would only take one instance of discrimination targeting one of your friends for that sense of security to come crumbling down.

As for that hate speech article, I have always had very conflicting thoughts and emotions about this subject, and that prevents me from thinking about it as rationally as I should. However, I will say that I’m not sure laws guaranteeing protection from discrimination in the workplace are the cause of the example you linked, much less that example assumes a positive correlation in all states that enact such laws.

Maybe that’s a function of where I live and the fact that gays and lesbians are treated as equals here.

Gays and lesbians I know don’t feel like they need special laws to protect them. They feel like they do okay on their own, and they are much more interested in civil unions than in workplace protection bills.

What was speculation was your statement that the “overwhelming amount of complaints will be found to be without merit.”

“A friend of mine caught an employee stealing from him. He fired the employee. The employee went to the Human Relations Commission and filed a claim against my friend stating that she believed he fired her because she was black.

The complaint did not pass the muster of the HRC, but after the hearing, my friend was still out the $4,000 in costs and legal fees.”

And I’m sure this will happen again. However, you can’t tell me that the protections for racial minorities do more bad than good because your one friend and some like him take a hit.

“Okay, then. Do you think the obese should be added to the protected class list? The short? Those are clearly groups of Americans beind treated differently than others, and Massachusetts is considering both right now.

What about it, Joe? Does your logic not apply to those groups?”

Don’t you think that if someone was fired based only on the fact that they were short or fat should also have some protection? Remember, we’re not talking about the general populace treating a minority in a certain way, we’re talking very specifically about the rights of minorities in the workplace. But, don’t worry, I’ll try to keep the conversation on track for you, Dave

Race discrimination claims are handled by DOL, not the Human Relations Commission:

http://www.delawareworks.com/discrimination/employer.should.know.shtml

The DOL website appears to offer many ways for both parties to avoid litgation. The employee doesn’t even have the right to sue until a DOL investigation is complete. Neither party is required to have an attorney, during the initial investigation.

LG — “How about we just add sexual orientation to the list of protected minorities?”

That’s what this bill does. The question is – is it necessary? I would hope that question gets asked of all legislation.

“Mere speculation, which wouldn’t be so bad if you had some other strong argument to back it up.”

What is speculative? That is what employers I know have paid for claims brought against them on the basis of current protected classes.

A friend of mine caught an employee stealing from him. He fired the employee. The employee went to the Human Relations Commission and filed a claim against my friend stating that she believed he fired her because she was black.

The complaint did not pass the muster of the HRC, but after the hearing, my friend was still out the $4,000 in costs and legal fees.

“When you have one group of Americans being treated differently than another group, this is definitely under the realm of the law.”

Okay, then. Do you think the obese should be added to the protected class list? The short? Those are clearly groups of Americans beind treated differently than others, and Massachusetts is considering both right now.

What about it, Joe? Does your logic not apply to those groups?

Fair enough, but isn’t it more even for both the employer and the employee to have some way of battling an unfair work environment? As it is, the employee has no way to fight back, while the employer can fire at will.

“When it’s determined that the law was not violated, the employer is still on the hook for the costs and legal fees, no matter how frivolous the claim.”

On the other hand, if the law has been violated, then an employer that discriminates against another human being based on sexual preference gets their just dessert.

“Based on the experience of people I know in the business community, the tab is usually in the $4,000-$5,000 range.

That’s how it hurts businesses. And believe me, the overwhelming majority of the claims will be found to be without merit.”

Mere speculation, which wouldn’t be so bad if you had some other strong argument to back it up.

“The main problem lies with the Human Relations Commission and the system for adjudicating discrimination claims.”

I disagree. When you have one group of Americans being treated differently than another group, this is definitely under the realm of the law.