A 25-minute meeting in Spanish allegedly became a two-sentence summary in English. That may be a workplace communication problem, but this court did not see race or national-origin discrimination.
The employer approved light duty. Seventeen days later, it fired the pregnant employee over an alleged policy violation from two months earlier.
A job applicant told a polygraph examiner that she consumed ayahuasca as part of her religion. An agency adjudicator labeled it “recent illegal drug use,” and the tentative job offer disappeared.
The employer thought it had caught an employee lying in an EEOC charge. Then it put that conclusion in the termination notice.
That second decision cost considerably more than the first. Continue reading
Lizzo’s touring company swept every remaining claim from a former wardrobe assistant’s lawsuit off the stage. The celebrity headline masks an evidence lesson.
The employee left the termination call. Unfortunately for the company, its AI note-taker apparently did not. And it allegedly emailed her what the company representatives said next.
An arbitration agreement usually decides where an employment dispute will be heard. In this case, evidence uncovered during arbitration opened the door to court instead.
A no-remote rule sounds straightforward. It became much less so when a professor with an autoimmune condition requested an accommodation.
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.
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