The EEOC’s retreat from disparate-impact enforcement now reaches criminal background checks. Employers considering changes to their screening procedures will need to look beyond the agency’s announcement. Continue reading
The employer said it was trying to keep a struggling manager employed. He saw an age-based effort to push him out, but the court found that his retirement was still his choice. Continue reading
The employee admitted she could not do every part of her job from home. Her employer still needed a better explanation for why remote work would burden the business. Continue reading
A company-paid hotel stay, meals, and two days away from regular duties sound like nice work perks. Restricting the invitation list by sex can turn those perks into a discrimination lawsuit. Continue reading
Your company may be headquartered hundreds of miles from Pittsburgh. A remote employee working in Allegheny County could still bring the nation’s first countywide paid parental leave mandate to your doorstep.
An employee accused of misconduct can often name someone who supposedly got away with something similar. Employers should be prepared to explain why one employee receives different treatment than another, and good documentation can help. Continue reading
A company retreat ended with coworkers pulling a man off an employee he sexually assaulted. The company kept him. Continue reading
Your employee signed an agreement to arbitrate all employment disputes. But a single sexual harassment claim can bring an entire lawsuit, and every other claim with it, into court anyway. Continue reading
A former EEOC employee says the agency’s LGBTQ+ rollbacks made his job intolerable, including changes he was required to help implement. A federal court has allowed his harassment, discrimination, and retaliation claims to proceed. Continue reading
If a manager has to explain why telling an employee to stop going to HR was legally defensible, the conversation has already gone poorly.
The Employer Handbook Blog