Judges sometimes use common sense. Take, for example, a recent case involving a woman who sued after her employer changed her days off so that she had to work six days straight.
Recent case: Belinda Grosskopf worked for the U.S. Postal Service and had a minor medical restriction that her doctor said couldn’t allow her to work more than five days in a row. When her supervisors changed schedules so she was forced to work six consecutive days, she sued, alleging disability discrimination. She used a sick day to get out of working the one extra day.
The 5th Circuit Court of Appeals tossed out her case. It reasoned that such a small schedule change wasn’t an adverse employment action, and employees can’t sue just because their employers tweak the schedules. (Grosskopf v. Potter, No. 07-51397, 5th Cir., 2008)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/8180/minor-schedule-change-isnt-an-adverse-employment-action "