The Indian Beach-Salter Path Fire Department faces $10,838 in fines after state OSHA inspectors learned that firefighters had removed 120 ceiling tiles that contained asbestos from a mobile home a citizen had donated for use in the department’s training program.
The city of Greensboro is considering an offer to settle a racial discrimination lawsuit filed by longtime athletic director Jean Jackson. Jackson, who is black, claims the city regularly promotes white employees to management jobs without openly advertising the positions.
Rocky Mount-based Premier Warehousing Ventures is being sued over pay practices at its former facility in Jurupa Valley, Calif. Premier no longer operates the facility, but current and former employees have filed a lawsuit alleging wage-and-hour violations dating back to 2003.
Here’s a tip that doesn’t cost anything to implement and may prevent a lawsuit: When employees return from an illness, medical leave or other absences, make them feel welcome—and don’t publicly focus on any lingering problems.
If you terminate a current employee during a reorganization process and then hire someone outside the terminated worker’s protected class, you can count on a lawsuit that will go to trial.
Employees and their lawyers are always looking for new reasons to sue. Lately, there’s been an increase in efforts to cast terminations as public-policy violations.
Employees who think they have been wrongly fired face tight deadlines for complaining about discrimination. In North Carolina, they have just 180 days to file an EEOC complaint. What’s more, the clock starts ticking the day the employee learns he is informed he will no longer have a job, not from the last day on the job.
Sexual harassment victims deserve to have their claims investigated, not ignored. Under no circumstances should you encourage a complaining employee to quit instead of having to endure continued harassment. That’s a sure indication to many juries that the worker was punished for reporting sexual harassment.
Disabled employees sometimes try to use their medical conditions as an excuse for poor behavior. Don’t fall for it. Disability can’t be used to avoid discipline for misconduct.
In addition to protecting employees’ wage-and-hour rights, the Fair Labor Standards Act protects employees from retaliation for asserting their pay rights. But until now, it was unclear whether it was protected activity to file an internal report that someone within the organization was violating the FLSA. The 4th Circuit has ruled that it is.