Months passed between her discrimination complaint and the day she learned her contract wouldn’t be renewed. In between, she says, the company took away a major account and started preparing colleagues to take over her work. Continue reading
The new department chair had read his predecessor’s evaluation. He’d also taken some of the urologist’s patients to the operating room and seen firsthand what happened after her referrals. Continue reading
A nurse asked whether HR would get implicit bias training. A week later, she says, the head of HR came to her office and angrily asked why she’d brought it up. Continue reading
Two hours of free ADA CLE, and you can leave your credit card in your wallet. Continue reading
She emailed the CEO to explain that she had confronted a coworker about racism. The company read that email as confirmation that she’d lied to HR about the confrontation.
The Eleventh Circuit found that reading reasonable. Here’s how a complaint about discrimination became part of the employer’s defense. Continue reading
Before telling an employee that the CEO approved her firing, it helps to check with the CEO. Especially if someone may eventually ask the CEO about it under oath. Continue reading
Being early is usually a good thing. Being required to arrive early and then waiting outside a locked workplace raises an important wage and hour question.
TL;DR: A federal appeals court revived a grocery employee’s unpaid-wage claims after she alleged that employees had to arrive fifteen minutes before their listed shifts but sometimes couldn’t enter or clock in. Required waiting time can be paid time even before productive work begins. The court also declined to dismiss the recurring fifteen-minute waits as too trivial to count.
The time clock was inside the store. His car still needed parking. He decided the clock should come first.
Que será. Continue reading
A meeting about workplace name-calling probably shouldn’t end with an administrator pounding his chest. Yet here we are. Continue reading
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
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