The question then becomes, is Lamps Plus v. Varela a good result for employers?
I cannot overstate enough the importance of these LGBTQ discrimination cases to the future of American civil rights.
The law protects an employee from discrimination and retaliation but it does not protect the employee’s right to express bigoted views.
As private as a bathroom might feel, just assume that everything said in a public bathroom is not private.
Telling your employee that you are firing them because of their medical issue will not end well for you.
Charges are way down, #MeToo matters and retaliation still tops all discrimination charges.
Questions surrounding workplace-inappropriate information by the employer about the plaintiff’s religious beliefs and practices was just the start of it.
An Australian court was not persuaded that a gassy supervisor’s flatulence directed at an employee were illegal.
If you fire a new mom because she just had a baby, you might be the worst employer of 2019.
All social media employment policies should recognize no adverse employment actions will be taken against employees for engaging in concerted activity.