Do you have former employees collecting both workers’ compensation and partial disability benefits for an on-the-job injury? Thanks to a recent Court of Appeals of North Carolina decision, now is a good time to see if they may no longer be eligible for those workers’ comp benefits.
You can never predict which employee will sue and over what alleged wrong. That’s why the best approach is to focus on treating every employee fairly and consistently, applying your rules even-handedly.
When a former employee sues and decides to represent himself in court, expect an expensive case. That’s because courts typically give so-called pro se litigants every benefit of the doubt, since they don’t have attorneys to guide them (or tell them their cases don’t have a chance).
Schindler Elevator Corp. has agreed to settle an EEOC race discrimination lawsuit filed after it laid off a black elevator mechanic from its Charlotte office, even though he was rated higher than almost all his white co-workers who were retained.
Here’s a common-sense ruling: Applicants and employees can’t simply assume they won’t get a job and then sue when the self-fulfilling prophesy comes true. They must make an effort to get the job when it’s clear how to apply.
Here’s a case that should send chills down your spine if you don’t keep meticulous records of every hour worked. A court has allowed a case to proceed based on little more than a worker’s vague allegation that she wasn’t paid overtime for hours in excess of 40 per week.
Rose Hill-based House of Raeford Farms faces an EEOC disability discrimination suit after it fired a worker who requested a transfer to accommodate her disability.
Some lawsuits seem to drag on forever, especially when an employee’s lawyers endlessly demand access to company documents. Settling those cases for a modest sum may be the best approach if litigation is taking over and HR is so busy responding to discovery requests it can’t get other work done.
Employees are entitled to reasonable accommodations for their religious needs, which can include time off to attend religious services. The key is reasonable. If you can document that, under the circumstances, a request is unreasonable, you don’t have to make the accommodation.
The EEOC alleges that Carolina Mattress Guild, based in Thomasville, failed to address black workers’ complaints of a racially hostile work environment and then fired one employee in retaliation for having complained.