entitled to a reasonable accommodation (absent undue hardship). And the EEOC is now backing up these words with action. Yesterday, the EEOC announced an ADA lawsuit against a company that…
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You may have an overly-broad UNENFORCEABLE restrictive covenant NOT TO COMPETE if…
As we wait patiently for the comment period on the Federal Trade Commission’s proposal to ban employers from imposing non-competes to close next month, I’m here to…
The FTC is slowing its roll on its proposal to ban noncompetes. And lawsuits are in the queue.
On Monday, the Federal Trade Commission delayed any potential implementation of its proposal to ban employers from imposing noncompetes on their workers by extending the…
“You have done nothing wrong. I am just following orders in building a new, younger team for the CEO.”
If you’re 67 years old, you work in human resources, and you happen to hear those words from the company’s U.S. president, it may be time to dust…
The EEOC isn’t the only federal agency safeguarding complaints about race bias at work
observed that the object of inducing group action need not be expressed but can instead be implied from the subject matter of discussion. So it should come as no surprise…
No job description? No problem. See why this employer had no duty to accommodate.
…actual disabilities unless going so would create an undue hardship. Someone who is “qualified” can perform the job’s essential functions with or without an accommodation. Put another way, if the…
Documentation and communication FTW! (Well, good enough.)
After completing a 90-day orientation program for newly licensed nurses, a woman was denied a full-time position as a Registered Nurse (RN) at a hospital and, instead, transferred…
This employee apparently doesn’t understand how pregnancy discrimination works
27 and November 3, the plaintiff took leave due to a complication with her pregnancy. On November 6, the plaintiff returned to work and learned that the defendant was transferring…
Are you in the clear waiting four weeks to fire someone who complained about sexual harassment?
wait a few weeks. And make sure that you have a legitimate business reason to end their employment — one that has nothing to do with the underlying complaint….
Did a union non-profit refuse to accommodate a woman with breast cancer and force her to resign? The EEOC thinks so.
…violated the Americans with Disabilities Act (ADA) by discriminating against an employee based on her disability, breast cancer. Now, the U.S. Equal Employment Opportunity Commission is suing! Do as I…