An employer investigated a racial harassment complaint, offered a transfer, and watched the harassment continue. A federal appeals court just sent the hostile work environment claims to a jury.
A school superintendent returns from FMLA leave to find herself barred from the building and placed on paid administrative leave pending an investigation that, she alleges, never actually happened. A federal appeals court just held that’s enough to state an FMLA retaliation claim.
The Supreme Court just ruled on whether transgender athletes can play girls’ high school sports. If you’re scanning this for a new Title VII rule for your LGBT employment policies, save yourself the trouble: there isn’t one.
The Supreme Court just eliminated 91 years of job security for commissioners and board members at federal agencies like the EEOC and the NLRB. The practical consequences for employers are bigger than the headlines may suggest. Continue reading
You’ve probably seen the headlines. Two flight attendants fired for posting about the Equality Act, a Ninth Circuit reversal, and the usual takes about religion vs. LGBTQ rights in the workplace. Here’s what those takes mostly missed.
She filed an EEOC charge. She just didn’t file the right one.
Sign-on bonuses with clawback provisions are common. Their interaction with overtime pay calculations is not well understood. A federal court in Virginia just issued a ruling that every employer using these bonuses should read.
A jury awarded a sexual harassment plaintiff $831,028. The employer tried to knock that down to $181,028 using a Title VII damages cap. A federal appeals court just said: you waived it.
Here’s a scenario HR nightmares are made of: an employee allegedly invents a sexual harassment accusation to eliminate a rival for a coveted position. The rival gets fired. The employer gets sued for defamation.
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