Protected leave can be approved on paper and penalized in a spreadsheet. A federal judge just allowed fourteen employment claims to proceed over an allegedly leave-blind performance system.
He claimed that when he told his employer he had cancer, his boss reacted by saying, “Are you f*****g kidding me? Your obligations are here.” As it turned out, the diagnosis was wrong. That did not spare his employer from facing an ADA trial.
Her job was tracking employee attendance. Unfortunately, someone was tracking hers, too.
She had six Emmy Awards. The male colleague earning more than she did had none. Continue reading
Keeping disinfectant in the office during the pandemic was understandable. Following coworkers around and spraying it on their clothes and sometimes in their mouths was not. Continue reading
An employee requested a religious exemption from a vaccine mandate but initially refused to answer most of her employer’s follow-up questions. By the time she completed the form, the employer said its decision was final.
The employee asked his manager about less physically demanding jobs. The manager offered to contact the risk department, then could not remember whether he ever did.
The employer offered him $400,000 to stay. He still claimed that workplace stress, microaggressions, and an abrasive executive amounted to race discrimination.
His doctors cleared him to return to work. The railroad kept him away from moving trains for five years.
The employee asked for help completing his work. Months later, the unfinished work became the reason for firing him. Continue reading
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