In the days following the shooting at the University of Alabama in Huntsville, some alarming facts have been discovered by the media about the alleged shooter, Professor Amy Bishop. In 1986, she shot and killed her brother after a family dispute. In 1994, she and her husband were questioned in connection with a mail bombing attempt, and in 2003, she was charged with assault for punching a woman at an IHOP restaurant. This has prompted some talking heads in the media to question the University’s hiring practices. A recent New York Times piece on the shooting answers the question of how the University could have overlooked this history of violence:
The job application for the University of Alabama in Huntsville asked, “Have you ever been convicted of an offense other than a minor traffic violation?” Amy Bishop, who took a tenure-track job there in 2003, answered the question with a simple “no.”
Technically, she was correct. She was never charged with her brother’s death, and though she was sentenced to probation in the IHOP incident, she was never officially found guilty. She and her husband, James E. Anderson, were questioned in connection with the mail bomb sent in 1993 to one of her mentors at Harvard, Dr. Paul A. Rosenberg, a professor of neurology, but nothing came of it.
Even if the University did a background check, the only thing that might have come up would have been the assault, and given that it occurred the same year she was hired, it might not have been in her record at the time when a background check would have been conducted for her hiring. Moreover, an altercation at an IHOP is a far cry from a mass shooting and would not necessarily put anyone on notice of a propensity for that level of violence. Unless there is some real evidence that the University knew or should have known that Ms. Bishop might attack her colleagues, there is no basis for blaming anyone other than Ms. Bishop for this incident.
Topics/Tags
Select- Labor & Employment Law
- Discrimination
- EEOC
- Employment Law
- Department of Labor
- Labor Law
- Title VII
- FLSA
- NLRB
- Workplace Violence
- Department of Justice
- Coronavirus
- Non-Compete Agreements
- Religion Discrimination
- Performance Improvement Plans
- Reasonable Accommodation
- Pregnancy Discrimination
- Department of Homeland Security
- Immigration and Customs Enforcement
- Foreign Nationals
- Immigration and Nationality Act
- NLRA
- Diversity
- National Labor Relations Board
- Wage & Hour
- Privacy
- Artificial Intelligence
- Inclusion
- LGBTQ+
- Employee Benefits and Executive Compensation
- Federal Trade Commission
- Overtime Pay
- FMLA
- Arbitration
- Workplace Accommodations
- Employment Litigation
- IRS
- Litigation
- Medical Marijuana
- Social Media
- Employer Policies
- Americans with Disabilities Act
- Disability Discrimination
- Retirement
- National Labor Relations Act
- Accommodation
- Sexual Orientation Discrimination
- Race Discrimination
- OSHA
- Employer Handbook
- ERISA
- ADAAA
- Medical Cannabis Dispensaries
- Unions
- Whistleblower
- ACA
- Affordable Car Act
- Employer Rules
- United States Supreme Court
- Sexual Harassment
- Technology
- Federal Arbitration Act
- Transgender Issues
- Disability
- 401(k)
- Employment Settlement Agreements
- Sixth Circuit
- Fair Labor Standards Act
- Equal Employment Opportunity Commission
- Benefits
- Paycheck Protection Program
- Gender Identity Discrimination
- Posting Requirements
- Class Action Litigation
- Disability Law
- E-Discovery
- Evidence
- Securities Law
- Preventive Care Benefits
- Environmental Law
- Family and Medical Leave Act
- Health Savings Account
- SECURE Act
- Privacy Laws
- US Department of Labor Employee Benefits Security Administration
- Representative Election Regulations
- Healthcare Reform
- Older Workers' Benefit Protection Act (OWBPA)
- Affirmative Action
- Electronically Stored Information
- Equal Opportunity Clause
- Telecommuting
- Compensable Time
- Occupational Safety and Health Administration
- Security Screening
- Supreme Court
- E-Discovery Case Law
- Electronic Data Discovery
- ESI
- Unemployment Insurance Integrity Act
- American Medical Association
- Attendance Policy
- Classification
- Fair Minimum Wage
- Federal Minimum Wage
- Misclassification
- Return to Work
- Seniority Rights
- State Minimum Wage
- Wage Increase
- Confidentiality
- Disability Leave
- Equal Pay
- Genetic Information Discrimination
- Media Policy
- National Origin Discrimination
- Retaliation
- Social Media Content
- Antitrust
- Employment Incentives
- HIRE Act
- Social Security Tax
- Taxation
Recent Posts
- More on Equal Opportunity: Executive Order Seeks to End Disparate Impact Liability to promote Equal Opportunity
- PIP This: The Expansion of Actionable Adverse Employment Decisions in the Wake of Muldrow v. City of St. Louis
- The Independent Contractor Tug-of-War: Navigating the Latest DOL Shifts
- ICE Raids and Audits – What’s an Employer to Do
- New Online Registration Requirements for Foreign Nationals
- Workplace Violence: Are You Taking Required Steps to Protect Your Employees?
- EEOC & DOJ New Guidance on DEI-Related Discrimination: What Does it Mean for Employers?
- EEOC Targets 20 Large Law Firms regarding DEI related Employment Practices
- Ohio Senate Bill 11: Key Provisions and Implications for Employers
- Shifting Burdens: Is McDonnell Douglas Past Its Prime?