They were so bad that a federal judge applied a rarely-used rule of civil procedure to consider summary judgment on its own after identifying for the parties material facts that may not be genuinely in dispute.
Boy, that was about as witty as Groundskeeper Willie’s standup routine at Springfield Elementary.
(Note to self: take after the Clown.) Continue reading
I get that employee handbooks are not contacts and are subject to change and all that stuff. But, companies should be prepared to enforce any existing policy in an employee handbook as written.
A multi-billion-dollar company with an overly broad attendance policy learned this lesson the hard way recently. Continue reading
I didn’t even have to go to law school to figure that out. Unfortunately for a plaintiff and her lawyer, they learned this lesson the hard way.
Twice.
The plaintiff in this action has worked as a human resource specialist. She claimed that, beginning in 2019, her male supervisor made unwelcome sexual comments to her, and, when she reported those comments to his direct supervisor, they were ignored. So the plaintiff says she filed an Equal Employment Opportunity (“EEO”) complaint. According to the plaintiff, nearly two years later, she faced a proposed letter of reprimand.
A proposed what now? Continue reading
I’ve got some ‘splaining to do before we get into the meat and potatoes. Continue reading
On Wednesday, I blogged about a woman who worked as a “helper” for a construction company. She alleged that she had to endure misogynist comments from her general manager, who told her in front of others that, since she had “t*** and an a**,” she could not perform certain functions of her job that would otherwise position her for advancement within the company.
But that isn’t the half of it. Continue reading
Sometimes, when deciding whether to blog about a recent federal court decision, I skip the “Factual Background” section and go right to the “Discussion.” That’s where I usually find the most concise, “meat-and-bones” explanation of what the case is about. Continue reading
Probably a bad idea. Especially if defending U.S. Equal Employment Opportunity Commission lawsuits isn’t your jam. Continue reading
As I read this summary judgment opinion last night, I fully expected the judge to send the plaintiff’s retaliation claim to trial.
But plot twist! He didn’t. Continue reading
A recent decision from the Third Circuit Court of Appeals addresses the extent to which an employer may lawfully dig up reasons to terminate a current employee who has already sued for discrimination. Continue reading
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