For our lead in this week, the Employment Discrimination
Report has another look at how sexual harassment in the workplace can be a
problem even when it is not committed by supervisors or co-workers. Basically, an employer is under an obligation
On October 3, the U.S. District Court for the Southern
District of New York found that because a female intern was not an employee,
she could not bring a claim for harassment under the New York City Human Rights
In one of last week’s biggest cases, the New York Court of
Appeals unanimously voted that under the NYC Human Rights Law indefinite leave
for a disabled employee is not a per se unreasonable accommodation and that the
With no big news this week (other than the never-ending
shutdown), here are some interesting articles and links. With FY 2013 ending last month, the
Employment Discrimination Report has a statistical look at how the EEOC managed
With the federal government shutdown the big news today, I
thought it appropriate to include some information about how the shutdown will
impact enforcement and litigation of employment law issues at the federal
About a month ago, the 4th Circuit affirmed a
decision from the District Court of Maryland in a wage and hour collective action
brought against Rite Aid. In the case, a
The 4th Circuit recently held that the discovery
of poor performance reviews was sufficient basis to fire an employee, even
though that employee had had recent positive reviews, and even though the
This blog has previously covered the EEOC’s attempt to
enforce a Title VII disparate impact theory against an employer utilizing a
strict criminal background check. The
When an employee returns from FMLA leave, he or she is
required to be returned to the “same or equivalent position.” What precisely does that mean?
The 8th Circuit recently affirmed that
undocumented workers are entitled to the protections of the Fair Labor
Standards Act. In Lucas v. Jerusalem Café, the court ruled in favor of six restaurant
Virginia Employment Law Blog