Arbitration, long a favored method of handling workplace disputes, would be removed as an option in sexual harassment and gender discrimination cases if a new bill introduced in Congress becomes law.
Earlier this year, an Ohio federal district court ruled that when an employee reveals a disability and requests an accommodation only after it becomes clear that his termination is imminent, the disclosure and accommodation request can be “too little, too late” to save him from being fired.
There’s no shortage of reminders these days that harassment is still a major issue for employers. And it’s particularly challenging, as we’ve seen all too often lately in the news, when an executive is a harasser or a company culture implicitly condones or perpetuates sexual harassment or a hostile work environment. So, what can HR […]
A struggling employee’s cancer diagnosis complicated her performance issues. Can the employer terminate the employee for her performance issues while she’s undergoing treatment?
With almost daily allegations of sexual harassment, discrimination, and misconduct hitting the news, many are reconsidering their own methods of handling such complaints and allegations.
The U.S. 7th Circuit Court of Appeals—which covers Illinois, Indiana, and Wisconsin—recently issued a decision sending a race discrimination case back to the district court for trial.
The number of companies maintaining a corporate presence on social media rose from 34% in 2008 to 77% in 2013 according to SHRM Survey Findings: Social Networking Website and Recruiting/Selection. According to the survey, social media is primarily used to attract passive job candidates, but, according to Brian R. Garrison, Esq.—partner with the law firm […]
In the following case, oversharing put an employer in hot water with the Equal Employment Opportunity Commission (EEOC) and created more legal headaches than the original Americans with Disabilities Act (ADA) charge brought by a former employee.
A recent 3rd Circuit Court—which covers Delaware, New Jersey, and Pennsylvania—decision raises questions about when an employment action is significant enough to constitute an adverse action within the scope of state and federal discrimination laws.
The 8th Circuit—which covers Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota—recently heard a claim for constructive discharge based on a hostile work environment, gender discrimination, and age discrimination. Did the employee have a viable claim?