The employer thought it had caught an employee lying in an EEOC charge. Then it put that conclusion in the termination notice.
That second decision cost considerably more than the first. Continue reading
Her job was tracking employee attendance. Unfortunately, someone was tracking hers, too.
Keeping disinfectant in the office during the pandemic was understandable. Following coworkers around and spraying it on their clothes and sometimes in their mouths was not. Continue reading
The employer offered him $400,000 to stay. He still claimed that workplace stress, microaggressions, and an abrasive executive amounted to race discrimination.
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.
An employee’s attempt to end fifty years of discrimination-law precedent went nowhere on appeal. But, two of the three judges who rejected it wrote separately to say they’d take another case just to do it.
She reported the harassment and lost her job. Her supervisor testified that the man she reported wasn’t disciplined; he got training instead.
A coworker allegedly groped her and threatened her on shift. Years later, she got fired not for reporting it, but for how she finally hit back.
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