Nothing good comes from putting statements like 'too bad he’s male' in emails, or text messages, or voice mails, or any other form of communication.Read More
Employers should train managers and employees that the law may require making a religious exception to an employer’s otherwise uniformly applied, and facially neutral, dress or grooming rules, practices, or preferences.Read More
It does not make a difference if the layoff includes one employee or 100 employees, provided that those eliminated are not replaced.Read More
As a court recently pointed out, regular attendance is important in any job. Important, however, does not always equate to essential.Read More
Is a transfer to the very same position, for which, just nine months earlier, an employee had applied, an 'adverse employment action' sufficient to support a claim of discrimination? Amazingly, the 6th Circuit answered, 'Yes.'Read More
Refusing to hire someone who filed a lawsuit claiming a violation of the FLSA or Title VII is illegal retaliation.Read More
The 2011 ruling of Wal-Mart Stores Inc. v. Dukes continued to have a wide-ranging impact on virtually all class actions pending in federal and state courts throughout the country in 2013 cases.
Train an employee who is insulated from the hiring process to do your social media searches, scrub all protected information, and provide a sanitized report to those responsible for making the hiring decision.
The status of a graduate assistant must be analyzed based on the 'economic realities' of each individual.
Understand and pay attention to these issues of national-origin discrimination, if for no other reason than the fact that the EEOC is watching.