Employers can be guilty of retaliation even where the only person aware of the protected activity is the harasser.
Employees may have a valid retaliation claim if an adverse action occurs following an internal complaint.
Employer policies that provide for accommodations under certain conditions, but not for pregnancy-related accommodations, may be discriminatory.
Employers must be careful in drafting settlement agreements that involve 'no employment' or 'no re-employment' provisions.
Whistleblowers making disclosures prohibited by agency rules and regulations, but not actual laws, may still be protected under the Whistleblower Protection Act.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.
Two contract workers sued Integrity Staffing Solutions under the Fair Labor Standards Act, claiming that time spent submitting to the security screening should be compensable.Read More
Employers may not generally discipline an employee union delegate for advising an employee during an investigative interview.Read More
When an employer inquires into an applicant’s medical condition as a condition of a job, the employer must focus on the individual job at issue.Read More
Policies that require employees to return to work only if they are 100 percent healed may violate the Americans with Disabilities Act.Read More