Angel Medical Center in Franklin faces an EEOC lawsuit for allegedly terminating a nurse who asked for an accommodation that would allow her to keep her job while she received chemotherapy treatment.
Camden Place Health and Rehab in Greensboro has settled a disability discrimination claim with a former employee for $51,000. The certified nursing assistant had been fired after she refused to supervise patients during their outdoor smoking breaks.
Like most employers, you probably have general rules about what constitutes a firing offense—and “dishonesty” is probably on the list of no-no’s. It’s a vague term, subject to interpretation. That’s a good reason to make your disciplinary records specific.
Here’s another reason your handbook must include clear, concise and specific explanations of vacation and other leave policies: By carefully explaining that employees who quit forfeit unused leave, you won’t have to pay them for that unused time under the North Carolina Wage and Hour Act.
Almost anything connected to a pregnancy can become the basis for a valid FMLA leave request, even if the employee is well. Take, for example, a doctor’s written notice that the pregnant employee should be placed on light-duty work for her own safety. If no such positions are available, you may have to allow the worker time off as FMLA leave.
The EEOC has taken up the case of a man who worked as a translator for Haitian workers at a Lumber Bridge chicken farm. The man allegedly complained that Haitian workers at Mountaire Farms were treated more harshly than other employees. He claims that he made one complaint too many and was fired for it.
Employees who complain about discrimination can sue if they suffer retaliation for complaining. Retaliation is anything that would dissuade a reasonable employee from complaining in the first place. The key is “reasonable.”
Two corporations that own a Kentucky Fried Chicken franchise in Rocky Mount face an EEOC lawsuit after they fired a long-term employee for dress code violations.
Sometimes, irrational fear of litigation keeps employers from acting in their own best interests. For example, they may think discharging the sole minority employee will mean a lawsuit. Don’t let paralysis by analysis slow you down.
While lawsuits may be practically inevitable in today’s litigious society, losing them is not. Ten rules to follow: