Oh, come on! What fun is that?
What did the plaintiff say and why won’t the court allow the defendants to present it as evidence at trial? Find out after the jump…
It’s easier than you think. Indeed, a recent decision from the National Labor Relations Board bears this out.
Details after the jump…
According to the EEOC, if men can only train men, and women only women, that may be discrimination.
But, let’s see what a federal court has to say about that after the jump…
Trial is over!
I’m coming atcha live and direct from the bloggerdome with a sweet defense verdict in my pocket. Yup, yup!
And what do I come back to? A precedential Third Circuit opinion discussing an employee’s right to return to work from FMLA.
I’ll cover that for you after the jump…
Last day of trial today. Big blog post tomorrow. I promise. #nopromises.
Be back tomorrow.
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on a number of protected classes. Sexual orientation isn’t one of those protected classes specifically listed in the statute.
So, if an employee complains about sexual-orientation harassment and is later fired because she complained, then that won’t create a claim under Title VII. Or does it?
Find out after the jump…
*** whistles ***
The word on the street according to Kevin McGowan at Bloomberg/BNA (here $$$) is that U.S. Equal Employment Opportunity Commission Chair Jacqueline A. Berrien (D) has decided not to seek renomination to the EEOC.
Originally an Obama recess-appointment, the Senate confirmed Ms. Berrien as EEOC Chair in December 2010. Her term expired on July 1, 2014, but she is permitted to retain her seat until September 1, 2014.
If a picture says a thousand words, then my editors are going to be hella-mad at me.
After the jump, it’s the best of the employment law blogosphere told through the eyes of Instagram.
The Employer Handbook Blog