Menopause is about to get its own line in the U.S. Code, if two House members get their way. Water bottles, bathroom breaks, and sit-or-stand accommodations would become presumptively reasonable under a brand-new federal standard.
A jury handed down two verdicts in the same ADA case that couldn’t both be true. The trial judge tossed one out, and a federal appeals court just said she was right to.
On July 21, the U.S. Equal Employment Opportunity Commission voted, publicly, to kill sixty years of federal race, sex, and national origin reporting. Cue the sad violins. This is happening.
A supervisor was shown a slur drawn across a face on a breakroom whiteboard and shrugged it off. A federal appeals court didn’t.
An employee accused his manager of anti-Black bias over comments made eight months earlier. A federal appeals court said the comments were about politics, not race, and the case fell apart.
She said the training singled out white employees as inherently racist. Her own testimony said otherwise, and that’s what sank her case.
A hospital and university didn’t just demote an employee over his criticism of a race-based practice. They went on social media to trash him, and that’s the bigger legal problem.
A supervisor joked about selling an employee in the red-light district. When the case reached a federal appeals court, the employer’s defense was almost as bold: don’t blame us for the emotional distress bill, she should have gotten therapy.
A bus operator was fired for FMLA falsification and claimed his employer terminated him because he was transgender. The employer’s defense was simple: it fired four other employees for the same conduct around the same time. A federal appeals court just said that’s enough.
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.
The Employer Handbook Blog