Discrimination cases are laced with emotion. The plaintiff, in essence, is accusing the employer and its management of bigotry of one kind or another.
The guidance memo is a necessary read for all employers.
In a 6-3 decision on March 25, the U.S. Supreme Court sent the pregnancy discrimination case, Young v. United Parcel Service Inc., back to a lower court, the 4th Circuit Court of Appeals.Read More
Whistleblowers making disclosures prohibited by agency rules and regulations, but not actual laws, may still be protected under the Whistleblower Protection Act.Read More
Religious discrimination is on the EEOC’s radar in 2015. The issue is broad and presents many potential pitfalls for employers. Read More
Don’t take the easy way out with your employees when they ask for accommodations for a disability, religion or other protected reason.Read More
U.S. employers are obliged under the Occupational Safety and Health Act as well as its common-law duty to act reasonably in eliminating or reducing risk of injury to workers or patrons.Read More
Laws in other countries differ, and U.S. investigation protocols may need to be significantly modified to comply with the particular employment and data protection laws in that country.Read More
Lori Flood was placed on administrative leave pending a fitness for duty evaluation. On Jan. 10, 2011, Flood submitted an FMLA medical certification and was terminated two days later.
To paraphrase sportscaster Dan Patrick you can’t stop love at work; you can only hope to contain it.