If you manage your employees reasonably, pragmatically, and with decency, it just doesn't matter, from a day-to-day perspective, who the president is.Read More
Glascock charged that throughout her relationship with the group she was subjected to ongoing sexual harassment by other group physicians, including being called a “princess,” “cutie” and “babe,” as well as disparaging remarks about pregnancy.Read More
Although many employers are complying with Act 206, some 'felt that it didn't need to be required,' notes employer group attorney.
While Title VII and the Americans with Disabilities Act do not expressly protect victims from discrimination, they do protect against employers' use of stereotypes rooted in protected classes (e.g., sex or mental illness) to treat these employees differently.Read More
the EEOC asked the U.S. District Court for the Northern District of New York in Albany to issue a broad injunction against KarenKim that included barring Allen Manwaring from entering the store. The EEOC contended the injunction was necessary because the firm had not introduced adequate measures to ensure the harassment would not continue.Read More
There is little, if any benefit to keeping individual liability as a part of Ohio's employment discrimination statute, and it is a key facet of this reform that must become part of the law of this state.Read More
As Littler Mendelson's Garry Mathiason says, 'There are always some surprises from the Supreme Court.'
This month marks the 50th anniversary of the world's most famous movie spy, James Bond. Since many have compared my suaveness and sophistication with that of 007, celebrating Bond is a fitting topic for my edition of the monthly roundup of the best that the employment law blawgosphere has to offer.Read More
How do you know that Sept. 28 marked the end of the Equal Employment Opportunity Commission fiscal year? Because it filed over two dozen lawsuits that week.Read More
The business community needs to pay careful attention to cases such as Fresenius USA Manufacturing. The NLRB continues to dangerously regulate employers rights to control and remedy workplace misconduct, all in the name of “protected concerted activity.”Read More