Many New Jersey residents have heard about the recent workplace discrimination case that put an oft-debated question before a federal jury: who, if anyone, may use the N-word?

It is an issue that is sometimes discussed in the media, around the water cooler and at the bar. Different people, of different backgrounds, have long voiced varying opinions on the use of the racial slur among black people versus among those of other races. The federal court ruled that when it comes to employment law, the N-word is never acceptable – regardless of the race of the person saying it.

The case before the court involved a black woman who sued her boss, a black man, after he allegedly went on a tirade in March 2012, verbally abusing the woman during a 4-minute rant in which he repeatedly called her the N-word.

The entire rant was recorded and played before the jury.

The boss argued that the slur was not a form of discrimination, but rather a culturally-accepted term of endearment. He also argued that he did not mean to offend the employee when he called her the N-word.

The court agreed with the employee, finding that the rant and the use of the N-word was both hostile and discriminatory. The court awarded the employee a total of $280,000 in compensatory and punitive damages.

A key lesson that can be learned from this case is that no employers or managers – whether they are men or women, black, white or other races  – are above harassment and discrimination laws.

Source: Huffington Post, “Case Against Rob Carmona, STRIVE East Harlem Founder, Questions Use of N-Word Among Blacks,” Larry Neumeister, Sept. 3, 2013