Let’s be honest: nobody dreams of ending up on the wrong end of an employment lawsuit. And yet, every year, well-meaning HR teams and in-house counsel find themselves scrambling to answer the question, “Wait, how did this become a case?” Continue reading
A hospital tech got caught sleeping on the overnight shift. Blaming a diabetes medication for it, only after getting caught, didn’t turn her firing into disability discrimination.
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.
She filed an EEOC charge. She just didn’t file the right one.
Sign-on bonuses with clawback provisions are common. Their interaction with overtime pay calculations is not well understood. A federal court in Virginia just issued a ruling that every employer using these bonuses should read.
Firing a medical marijuana user after a positive drug test may seem straightforward — until a federal court explains why it isn’t.
It didn’t take a formal leave request. It didn’t take a doctor’s note. One email asking for FMLA forms was enough to trigger retaliation protection.
A federal appeals court ruled in 2024 that New Jersey job applicants had no legal recourse when employers rejected them over a positive recreational cannabis test. The New Jersey Appellate Division just disagreed.
A 19-year employee couldn’t reach his FMLA administrator. The phone system hung up on callers at 5 p.m. An HR rep told him not to worry. Then he was fired for dishonest FMLA reporting.
According to the EEOC, a waste management company hadn’t hired a female garbage truck driver in years, and its interviews showed why: a manager told one qualified female applicant to think carefully, talk to her husband, and let him know if she still wanted the job. She did. The company hired a man. The case settled for $200,000.
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