by T. Harold Pinkley Participating in last year’s Unite the Right rally in Charlottesville, Virginia—an event that involved several groups usually identified as the “alt-right,” along with groups protesting the marchers—has proven to have unforeseen and unintended consequences, including job loss, for some of the people involved. This article examines how you can or should […]
by Rhéaume Perreault and Michael Adams It appears that employers in Quebec who wish to dismiss employees for incompetence may now need to accomplish an additional step before doing so. Indeed, the Superior Court of Quebec, in Commission scolaire Kativik v. Ménard, 2017 QCCS 4686, recently confirmed an arbitration decision in which an additional criterion […]
Some of you may have heard of the legal entanglement surrounding the University of Tennessee’s botched hiring of controversial coach Greg Schiano. Today we are happy to share the legal analysis of FordHarrison attorney Joshua Sudbury.
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?
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.
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.
To be candid, I wasn’t sure who Beyoncé is. While I know a lot about employment law, I often come up short on popular culture. So it’s fortuitous that an employee in Ft. Worth, Texas was fired for attending a Beyoncé concert while she was on Family and Medical Leave Act (FMLA) leave. In addition […]
The Kentucky Court of Appeals recently upheld the termination of a nurse who unintentionally disclosed a patient’s confidential health information while she was conducting a procedure.
The Ohio Supreme Court recently held that an employee was required to honestly answer registration application questions about sealed convictions that were directly and substantially related to his position. Was his failure to disclose the convictions grounds for termination?
Social media in the workplace presents the age-old dilemma: Can’t live with it, can’t live without it.