The ADA bars discrimination against employees with disabilities. But what if the discrimination doesn’t happen until after the employee retires? According to the Supreme Court, the ADA doesn’t follow you into retirement. Continue reading
What happens when a severance agreement promises $680,000 per month for sixteen months—but the employer insists they meant $680,000 total? You get a contract dispute with eight figures at stake and a costly reminder that a few words can swing a deal from routine to ruinous. Continue reading
An Army veteran asked to bring her service dog to work. Her employer took six months to approve it—and that delay may have violated the ADA. Continue reading
When a company closes its doors, the WARN Act requires advance notice to workers losing their jobs. But what about employees who work from home? A federal judge just signaled that “remote” doesn’t mean “exempt.” Continue reading
A job candidate allegedly asked to reschedule an interview due to severe menstrual symptoms. She didn’t get the job. But she did get the EEOC’s attention—and a settlement. Continue reading
She left work early during her pregnancy—with her supervisor’s okay. Seven years later, the court said she may have had every legal right to do so. Continue reading
Paying employees a flat weekly salary doesn’t make them exempt from overtime. One employer just learned that lesson the expensive way—after misclassifying dozens of workers. Continue reading
You already know the plaintiff won. What you might not know is what that means for your workplace policies, documentation practices, and DEI strategy. I broke it all down on this week’s On Record PR podcast. Continue reading
You’ve trained your managers to avoid bias. But what happens when an employee tries to win a lawsuit by flipping that logic—stereotyping the employer instead? One California court just had a firm answer: Nope. Continue reading
Heterosexual employees don’t have to clear a higher hurdle than gay employees to claim discrimination. The Supreme Court just said so—unanimously.
This case could reshape how Title VII claims are litigated—and it’s one employers should be paying close attention to. Continue reading
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