André Koehne, CC BY-SA 3.0, via Wikimedia Commons
Early in my career, I learned that it’s bad form for a lawyer to accuse another party of having “lied.” Judges generally frown upon this.
So, you can imagine that my interest was piqued when I read an Eighth Circuit decision issued yesterday weighing “the appropriate sanction for a plaintiff who lied in a deposition and withheld information.”
Yesterday, I read a press release in the EEOC’s Virtual Newsroom announcing the resolution of a retaliation lawsuit. In my twenty-plus years of practicing employment law, I didn’t recall seeing retaliation claims quite like this one. Continue reading
The common logic is that firing an employee shortly after complaining about workplace discrimination isn’t a good look. Continue reading
Yesterday, the U.S. Equal Employment Opportunity Commission announced that a Pennsylvania-based construction company will pay $50,000 and furnish other relief to settle a retaliation lawsuit.
The hostess at an Asian-American restaurant in Chicago, Illinois, was employed in that role for about two years.
Two years the restaurant probably wishes it could have back. Continue reading
Earlier this month, a federal appellate court addressed a few situations involving retaliation claims in the workplace in which parties (and sometimes courts) may misapply the law, namely, Title VII of the Civil Rights of 1964.
So, let’s clear this up. Continue reading
An employer recently learned the hard way that a proper response to an employee’s complaint of harassment involves more than simply investigating it.
I’ll explain. Continue reading
Suppose an employee gets fired after complaining about sexual harassment at work. If that person later claims retaliation, they will have to establish a nexus between the two events, and the complaint also arises to the level of what we call a “protected activity.” Continue reading
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