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 employee asked for help completing his work. Months later, the unfinished work became the reason for firing him. Continue reading
Browse the headlines about DEI-training backlash lawsuits and they usually go one way: a white employee gets offended and sues over it. This one, initiated by the EEOC, ain’t that at all.
Workplace profanity was business as usual, right up until it accompanied a complaint about racism.
A supervisor approved the employee’s hairstyle at her interview, then sent her home for wearing it on day one. A federal appeals court says the case over what happened next isn’t finished, for either side.
A supervisor swore in an affidavit that he had no idea an employee was disabled. His own meeting notes said otherwise, and that contradiction just cost a Texas community college its win.
An employer told the EEOC one story to get a discrimination charge dismissed as too late. It told the court a different story to win summary judgment. The judge noticed.
Roughly one in ten of a railroad’s train and engine employees marked off using FMLA leave on Christmas Day. The railroad ran that spike through an algorithm, then a hearing, then a dishonesty finding, and a federal court just said a jury needs to check that whole chain.
The Employer Handbook Blog