When an employee represents himself, prepare for a fight—even if you know the claim doesn’t have much merit. That’s because courts don’t like to toss out cases without giving every benefit of the doubt to employees who can’t find attorneys to represent them.
A federal court has said it will soon decide a case that may make pregnancy discrimination illegal in North Carolina. At issue is whether North Carolina employers are liable for wrongful discharge if they fire a pregnant woman from her at-will job.
When an employee approaches you about a religious need that requires accommodation, make sure you consider all the details. Don’t rely on a standard response.
Some employees who are being sexually harassed may be embarrassed or reluctant to talk about it. Rather than come out and say what happened, they beat around the bush. Smart employers document how they handle vague complaints—and take them just as seriously as other complaints.
When employees face progressive discipline and think they might be fired, they sometimes suddenly start complaining about alleged sexual harassment. The underlying reason may be legitimate—or it may just be a ploy to stop discipline. It doesn’t mean all discipline has to be put on hold.
When employers offer severance packages, they often ask employees to waive their rights to sue the employer. That’s a smart strategy, but small discrepancies in the agreement’s wording can make the difference between a successful severance package and a call from the EEOC.
A former employee at Marine Corp Community Services, which provides recreational and social services at Cherry Point Marine Corps Air Station, has admitted she used a government credit card to embezzle approximately $74,000.
Cintas Uniform’s Charlotte facility has been named recipient of the North Carolina Occupational Safety and Health Administration’s Voluntary Protection Program’s Star Award. It’s North Carolina’s highest recognition for exemplary occupational safety and health practices.
When the EEOC closes a case and sends the employee a right-to-sue letter, the employee has just 90 days to file a federal lawsuit. The clock starts ticking the day he receives the letter.
When employees represent themselves in court, their court documents are often woefully short on specifics. More courts are getting aggressive, quickly tossing out these pro se cases. That’s good news for employers.