Asheville Buncombe Community Christian Ministry is being sued by the Southern Poverty Law Center (SPLC), which claims the ministry illegally refuses to provide some kinds of training to women.
The Comfort Inn Oceanfront South in Nags Head has been charged with religious discrimination after it fired a woman who says her religion forbade her from working on Christmas Eve 2010.
If you suspect an employee has been stealing, you can and should discipline him. You don’t need absolute and irrefutable proof. It’s enough that you reasonably believed he stole.
Employers subject to the Fair Labor Standards Act must keep records for both nonexempt and exempt employees. The regulations don’t say which types of record-keeping or timekeeping methods you should use, but they do specify the necessary data you need to maintain on all employees. Here’s the guidance you need to stay in compliance.
A federal court has refused to expand the ways an employee can sue for alleged pregnancy discrimination. Had the female plaintiff succeeded, the case might have opened the door to a runaway jury award.
Matthews-based retailer Family Dollar is the latest employer to take up the EEOC’s offer to mediate its employment disputes. It has signed an agreement—known as a National Universal Agreement to Mediate (UAM)—that allows employers to use EEOC mediators to informally resolve discrimination complaints through alternative dispute resolution.
Five Rockingham firefighters are suing the city, claiming it violated the FLSA when it instituted a new system for calculating overtime in 2010. The change occurred following a lawsuit filed by 10 firefighters in 2009. The city claims the current system is the one firefighters sought in their 2009 suit.
Asheboro-based BJ Con/Sew will pay $75,000 to settle an EEOC national-origin harassment lawsuit filed on behalf of a former employee who says he endured almost daily ethnic slurs for two years.
Make sure your supervisors know they must consider post-surgery ADA accommodations and should forward such requests to HR. Under no circumstances should an employee be summarily fired just because she’s used up her FMLA leave and still needs help during recovery.
Before terminating an employee who has racked up absences that may or may not be related to a workplace injury, make sure she has had a chance to show that the injury contributed to her attendance problems.