Even though the court concluded that the alleged harassment constituted one single incident, it was sufficiently severe such that a jury could conclude that it constituted a hostile work environment.
Articles by Jon Hyman
While religious-discrimination claims only comprise a small portion of all charges filed with the EEOC, they have more than doubled over the past 15 years, growing at a rate faster than race or sex claims.
Here’s my list. How about you? What would you add to the list? Leave your thoughts in the comments below, or tweet it with the hashtag #yesitslegal.
Ehling v. Monmouth-Ocean Hospital Service Corp. provides further legal justification for employers to avoid this practice.
Choice of law can be outcome determinative in non-compete cases. Because state law governs the enforceability of noncompete agreements, there are 50 different possible sets of rules for your contract.
Done poorly, RIFs open employer to widespread claims of discrimination that can prove more difficult to defend than the savings the employer hoped to realize from the layoffs.
Laws that prohibit smoking in the workplace are a floor, not a ceiling. You are free to ban e-cigarettes in your workplace, and should consider doing so.
Before you dismiss an employee’s request for a religious accommodation as silly or outrageous, stop, think, and decide whether the expense or difficultly in making the accommodating exceeds the cost and aggravation of defending a possible discrimination lawsuit.
There is nothing wrong with employees dating. Nothing good, however, comes from a boss having relations with a subordinate employee, especially one who is a direct report.
Critics of this decision argue that it leaves interns unprotected from harassment. Yet, there are three reasons why this decision doesn’t have nearly as big an impact as some would like you to believe.